PSH

Vishakha and her friends are very chatty. They crack a lot of jokes at the lunch table. Yesterday they were talking about good looking men in the office. Revathy doesn’t like this kind of language but she keeps quiet. They are not saying explicitly to her, just joking. Is this sexual harassment? In the year […]

The evidence reviewed in an enquiry as per The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 The Internal Committee (IC) members are often faced with incidents like, ‘How do we prove a case where an employee was staring at another and making them uncomfortable?’ ‘It was a case of physical

Conducting a sexual harassment (POSH) inquiry amid the mandatory lockdown and work-from-home restrictions Internal Committee (IC) members are proactively working on ways to encourage employees to reach out if they have any questions or if they observe or face sexual harassment.  There is a change like cases of sexual harassment in the workplace amid the

Best practices to set up the internal committee when operations are spread across locations According to the Prevention of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (commonly known as POSH) it is a legal obligation for all organizations with 10 or more employees to set up an internal committee.  Section

How do we appoint a presiding officer on the Internal Committee when we do not have a senior female employee ? The company is expected to appoint a senior woman employee as the chairperson or the presiding officer i.e. a female employee appointed at a senior position. The presiding officer should be an employee of

Vishakha Guidelines and the PoSH Act The Supreme Court of India in Vishaka v. State of Rajasthan observed that: “equality in employment cannot be achieved if women are subjected to gender specific violence at the workplace, such as sexual harassment.’’ Before the Vishaka guidelines an aggrieved woman could only approach the court under the penal