Posh Compliance
Gender Equality, Inclusiveness, Hygiene, and safety at the workplace are fundamental to today’s employment.
POSH or Prevention of Sexual Harassment at Workplace Act 2013, is a law in force that requires every Employer having a team size of over 10 people to constitute an IC or an Internal Complains Committee to handle issues related to sexual harassment. This compliance is mandatory in nature and has a provision of cancellation of business license as a penalty for non-compliance.
Gender Equality, Inclusiveness, Hygiene, and safety at the workplace are fundamental to today’s employment. With most people spending more than half their day at the workplace, we need to understand that such fundamentals are key to building a sustainable workforce to drive the growth of a business. The Act requires the Employer to ensure that every employee is given a respectable and safe work environment. To comply there are series of requirements, right from drafting of POSH policy to sensitization of employees to dispute resolution forum.
We have professionals and lawyers who will help you set the entire compliance in place. Our services include drafting of policy, driving sensitization programs, and setting up the IC along with an External Member for dispute resolution. We also take care of your annual compliance for the management and filling with the District Officer.
Services
- Policy
- Sensitization
- Internal Complains Committee
- Compliance
This document defines your organization's outlook towards workplace sexual harassment. This is the framework to guide each employee on their duties and responsibilities at the workplace concerning the POSH guidelines.
This involves various activities to ensure that every employee of the organization is sensitized towards their colleagues and is groomed to behave in line with the POSH policy of the organization. This would include training, events, and creative displays to ensure enforceability of the thoughts ensure zero tolerance towards cases of workplace sexual harassment.
The act requires the Employer to set up an Internal Complains Committee or IC based on the guidelines provided in the law. This committee shall be the authority to preside over an incident of harassment and would act as the forum for dispute resolution.
Every Employer is mandated to drive sensitization programs, train the members of the Internal Complaints Committee, comply with certain statutory record-keeping, and filling it with relevant authorities. The penalties for non-compliance can have serious consequences including suspension of the business license.