PSH

A complaint of sexual harassment by an employee in a company resulted in the company being held liable when the court found that HR had failed to take sufficient action concerning directing the employee’s report of inappropriate behaviour to the Internal Committee. The alleged sexual harassment included physically unwelcome behaviour and persistent requests to have […]

As experts working in the field of prevention of sexual harassment, our jobs often take us to diverse landscapes across India. Our experiences have illuminated the primary importance of language in fostering genuine understanding and engagement. From corporate boardrooms to remote farms, our mission at Serein is clear: to empower individuals through tailored training programs

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act 2013) requires employers to submit an annual report following the end of each calendar year, discussing the compliances fulfilled by the employer. The report allows for an annual review of the implementation of the PoSH Act 2013 by an employer

As organisations grow, the need to create an environment where employees feel safe, valued and recognised increases. Sexual harassment is a serious concern that still lingers in many workplaces. To address this, we’ve compiled a comprehensive guide of do’s and don’ts to help organisations build a culture that prioritises respect, inclusivity, and professionalism.  Do’s: Don’ts:

Companies often fulfil operational requirements such as cooking, maintenance, security by recruiting an agency that in turn employs the right people. These employees work for the company but are paid and managed by the agency. Smaller companies often hire a domestic worker for similar requirements.  In such a scenario, what is the extent of the