Oppression, Harassment and Violence Have No Place in a Corporation!

Rainmaker POSTS LIKES FOLLOWING ARCHIVE Oppression, Harassment and Violence RECENTLY LIKED Have No Place in a Corporation! poshlawindia What to do if you have been sexually harassed at the workplace? File a complaint to relevant authorities. If no action is taken against The Changed Narrative the culprit, seek help from the police. The explanation is that this is of the Workplace Due possibly not his or her lewd act for the first time. You are speaking up to the Posh Act 2013 for those sufferers that are staying in fear. The stature of women in India has Sexual harassment takes away the worth, privacy, energy, time, been accountable for several safety, intimacy, confidence, and voices. transitions over the period of Indian

Steps To Take to Curb Sexual Harassment at the Workplace history. Their stance in community worsened early in India’s historical “If you see harassment happening, speak up. Being harassed is era. We will totally agree that the terrible; having bystanders pretend they don’t notice is infinitely modern approach of living has worse.” ~Celeste Ng. changed the mindset of people. This approach has allowed women to According to harassment act in the workplace for businesses and leverage their freedom. companies, file your complaint to the Internal Committee that is responsible for looking after instances of sexual harassment. They When you are asked about any news can provide you with guidance and information on your choices and which is constant in media, what are your privileges. If you are not confident enough to speak for yourself, you reminded of? Women harassment somebody can also function on your behalf. They should honour your tops the list without a doubt. The privacy. harassment of women in the workplace is so wide that the Gender Company owners and employers should address the complaints of discrimination appears to be the victim of sexual abuse on time. They should be harmonious and influencing a crucial part when it set to work the problem with full sincerity. arrives at the choice of articles for broadcasting in Media. Should You Inform Someone About Sexual Harassment That You Have Suffered? A Women’s Accountability in Indian Society Sexual harassment is not something that should be endured quietly. Inform your close people about it so that someone is aware of the There is however the duty appointed mental trauma you are going through. They can be trusted friends to women of standing mainly and family members. accountable for vigilance in their house. The longing to earn an Inform HR about the misconduct in the workplace and ask him/her to allowance to sustain their households assist you further. You do not need to deal with it all alone. comes with a lot of pressure. Provided to India’s patriarchal essence, “The change I want to see is a start-up environment where everyone, household violence continues to regardless of gender and background, feels welcome and safe; trouble women. Adding to it, workplace where sexual harassment or discrimination will not impede great harassment is making the situation talent from producing great impact.” ~ Christine Tsai even worse. If the organizations follow the harassment act in the workplace Here arrives the need to have a strong strictly, it gives rise to a better working environment. It removes the law for the protection of women at the

distress of the employee, brings in fruitful work culture, improves workplace. The Posh Act 2013 stands employee satisfaction and reduces employee turnover. true in this aspect. It is instrumental in encouraging the development of work Internal Committee at the workplace by providing them a safe environment. POSH Law is an If a company has a base at many locations, and if each location has effort to benefit empowered women. at least 10 members, it is mandatory to set up an IC at every location. The term of an IC is of three years with at least 3 members The Regulation of IC and Employee constituting the chairperson. They collectively need to investigate a Awareness complaint. The investigation should be unbiased at all costs. The posh law regulates the IC The IC ensures an environment where effective redressal (Internal Committee). Every mechanism regarding sexual assault operates. It shall have a senior department that has at least 10 women employee as the presiding officer. It should constitute a employees should compulsorily put up woman who is a member of an NGO or any organization which is an IC. The IC shall have at least half dedicated to the cause of women. of its members as women. The internal committee is responsible for Final Words: What is Sexual Harassment and What is Not? looking over the Posh Law by guaranteeing a sexual harassment- Some might argue what he or she said is just a joke taken too free work atmosphere. seriously by you. That is the reason behind consulting an expert for advice. Forever speak out and be sure he or she knows that their act The POSH law procedure includes is making you feel uncomfortable. Rainmaker gives training on lodging a complaint, inquiry process, harassment act in the workplace. and final submission of the report. The IC ensures that the principles of justice #harassment act in the workplace  as per the posh law are followed. Jun 30th, 2021 The Advent of the Posh Act 2013 MORE YOU MIGHT LIKE The Indian lawful terrain improved wakepics.com drastically in 2013. The Corporate administration amassed an upgrade Understanding Sexual Harassment Act in from the constitution in the aspect of Virtual Workplace Context - WakePics.com  the Companies Act 2013. It replaced the Companies Act 1956 and brought about the posh Act 2013. The posh act

wakeboarding, wakeskating, wakeboards, wakesurf, wakeskates, bindings safeguards the safety of women inthe [email protected] workplace. Any sort of social, physical, or political harassment is questionable and is subject to legal undertakings. We will look into how POSH, The Prohibition of Sexual Harassment The New Scenario of Workplace for Act 2013, covers both the organized and un-organized sectors. Also, Women how it includes any work-related offsite, office party, get-togethers, social media groups or in-fact any place that comes under the ambit The Posh act 2013 has changed the of a work-related relationship. narrative of the workplace completely. It is certainly a relief if all women to http://www.wakepics.com/article/1591/understanding-sexual- work safely without any second harassment-act-in-virtual-workplace-context/ thought. #rainmaker According to the outlay of the POSH Law, encompassing negligence to  make up the IC will imperil the employer to pay a fine that might wakepics.com increase to INR 50,000. As per the crime, there are elevated penalties. Understanding Sexual Harassment Act in Nonetheless, what is applicable to Virtual Workplace Context - WakePics.com  point out in the POSH Law is that any infringement can lead to strict actions. wakeboarding, wakeskating, wakeboards, wakesurf, wakeskates, bindings We strongly administer to counsel the [email protected] firms to formulate the protocol and form the IC. We furthermore govern to We will look into how POSH, The Prohibition of Sexual Harassment bring about a safe workplace for Act 2013, covers both the organized and un-organized sectors. Also, women. We counsel start-ups and how it includes any work-related offsite, office party, get-togethers, emerging firms. social media groups or in-fact any place that comes under the ambit of a work-related relationship. #Posh act 2013 #postact #poshact2013 http://www.wakepics.com/article/1591/understanding-sexual- 2 notes  harassment-act-in-virtual-workplace-context/

 Misuse of Sexual Harassment Act in the Workplace Sexual harassment in a workplace is a violation of women’s right to equality, life and liberty. Such behavior results in an unsafe and hostile work environment, as it deters women’s participation in work. As a result, social and economic empowerment and the growth perspective of this gender are hampered. To overcome the inequality issue, the legislature formulated the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013. However, the new law’s powers can be misused if women opt to abuse this power and apply the harassment Act in the workplace in malicious ways to ruin the careers and hard-earned reputation of men in the workplace. To ensure the right usage of this law, there is a need for a shifting mentality of law enforcement agencies, and legal knowledge of people abides by the law. Together these can minimize or discourage the abuse of anti-sexual harassment laws completely.

History of Misuse of Women Law For ages, women-friendly laws have been abused. However, legal authorities like courts and police have grown sensitive to this. The authorities are more careful while determining the legitimacy of complaints before taking adverse action. No man is immediately punished in case a charge is filed against him.

How Does The Misconduct Report Proceeds? It is mandatory for the Internal Complaints Committees (ICCs) to properly weigh and evaluate relevant facts concerning the complaint. After that, decision-making skills are exercised while deciding cases. As per the law, there is a penalty for filing a false complaint that severe as the penalty for committing sexual harassment itself. The challenge is to have a mature ICC that can perform this mapping in an unbiased manner. A consequence of the imposition of the Sexual Harassment Act in the workplace Under several circumstances, male respondents had started avoiding collaborations with women on projects, etc., as many times, sexual harassment law is being invoked against them falsely. Provision under the Law for Sexual Harassment in the Workplace Law doesn’t negate the possibility of misuse of sexual harassment act in the workplace abuse and encourages a sound workplace environment by providing for anti-sexual harassment in workplace provision. For instance, a man’s reputation is not sullied just because a sexual harassment complaint has been lodged against him. The law provides men both confidentiality and protection. Even if, by chance, a man is found to have committed sexual harassment, his identity cannot be exposed to the public. This offers a means for coming out clean from false charges levied for sexual harassment. Law States “Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the inquiry has to be a full-fledged one, not a preliminary one.”

Section 14 of the Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, provides penalizing the complainant if the complaint is false with malicious intent. India’s sexual harassment act in the workplace aims to equip organizations to handle a workplace-related evil, not give women undue power or to put fear in men. The workplace environment should be such that the harassment matters do not go unreported. At the same time, men should not be made to undergo torture and humiliation on account of false complaints.  PoSH Act 2013 - Rules, Workplace, and Employer In 2013, the landscape of India was improved to a great extent when the PoSH Act was enforced into PoSH Law. It primarily deals with sexual harassment in the workplace. The Indian Employee, employer and Internal Complaint committee is responsible to guarantee that you have a safe place to work. Its prevention, prohibition and redressing of sexual harassment have been dealt with PoSH Act 2013. What is Workplace under PoSH Law? A workplace is a place that has been visited by the employee at the time of employment. It also includes the mode of transport used by the employee which has been provided by the employer for the journey from home to office. The workplace is about organised as well as the unorganised sector.

This includes all the companies whether Indian or foreign having a workplace in India. This means that a foreign company having its office in India cannot be exempted from the PoSH Act 2013. Who is An Employer According to PoSH Act 2013? He or she is the head of the organization, department, department, office enterprise, branch, undertaking or unit. The organization can be a local or a government body. He or she can be any individual who looks after the management or supervises the workplace; an individual who gains benefit out of work from domestic employees or workers. Every employer should look after the formation of an Internal Complaint Committee. The Employer is responsible to maintain and educate the employee about the PoSH Act 2013. He prohibits inappreciable behaviour towards other employees that counts in workplace harassment. Also, conducting awareness, orientation and sensitization sessions ensures an extensive framework for redress. Sexual Abuse is Not Gender-specific Men and women both are equally subjected to sexual harassment. There are increasing cases of men being sexually harassed at the workplace. From getting unpleasant comments to demanding sexual favours, men also feel uncomfortable. The indecent environment pushes them further to complain about the sinner. We certainly know the fact that sexual abuse of women is certainly higher than men. Also, this doesn’t put down the fact of men being the victim. Sexual harassment is not confined to any particular gender. It relies on the hands of the powerful while the powerless are exploited. There is no strong forum where men can freely talk openly about the misconduct experienced by them. Their complaint must be taken the way as a woman’s complaint is undertaken. Wh i P SH L N d d?

Why is PoSH Law Needed? Harassment: Forced conversation, catcalls and obscene gestures….what some women deal with daily. The growing population and rising unemployment have given rise to increased cases of sexual harassment at workplaces. Irrespective of gender, these tragic experiences are becoming a nightmare for males and females. These exploitations not only include working for tips but also the lack of financial status and will to get a promotion. Although the cases are at spike everywhere, this has been generally noticed in firms that are male-dominant. This issue is prevalent everywhere. Reducing these numbers is the primary concern. That’s why the Indian Legislation has formulated the PoSH Act 2013. #PoSH Act 2013  poshlawindia.tumblr.com PoSH Act 2013 - Rules, Workplace, and Employer  In 2013, the landscape of India was improved to a great extent when the PoSH Act was enforced into PoSH Law. It primarily deals with sexual harassment in the workplace. The Indian Employee, employer... In 2013, the landscape of India was improved to a great extent when the PoSH Act was enforced into PoSH Law. It primarily deals with sexual harassment in the workplace. https://poshlawindia.tumblr.com/post/652706858282500096/pos h-act-2013-rules-workplace-and-employer

 poshlawindia.blogspot.com PoSH Act: Empower Women to Speak Up About Their Grievances without Fear  Sexual harassment at the workplace is regarded as a violation of women’s right to equality, life and liberty. It establishes a contentious and insecure work environment, which hinders women’s participation in jobs. Therefore, it adversely affects their economic and social empowerment and the objective of comprehensive growth. https://poshlawindia.blogspot.com/2021/05/posh-act-empower- women-to-speak-up.html  What Remains A Challenge Even After the Implementation of the PoSH Act India? Workplace sexual harassment is a form of gender discrimination that infringes on the fundamental rights of equality and the right to life. This has been guaranteed under article 14, 15 and 21 of the constitution of India. Sexual harassment in the workplace not only creates an insecure environment but also makes the workplace hostile to women. It interferes with their ability to deliver impeccable performance. It also adversely affects economic growth, social growth and puts them through emotional and physical suffering.

When Was Sexual Harassment Addressed By Legislation? After the prevalent sexual harassment at the workplace, India’s first legislation addressed this issue and came forward with the PoSH Act in 2013. PoSH awareness training deals with the prevention, prohibition and redressal of sexual harassment of women at the workplace. The government has also taken steps to consider sexual harassment as a criminal offence. The court now continues to illustrate sexual behaviour as a wrongdoing that affects the endeavour of women. These traumatic mishaps weaken their work performance. It ultimately creates a horrifying working environment. What Remains A Challenge Even After Enforcement of the PoSH Act India? The PoSH Act has been enacted to protect women against sexual abuse and prevent adversity to ensure that effective redressal of complaints of sexual harassment are carried in the corporate sector. This provides every woman with a safe and secure working environment irrespective of their employment status or age. However, the proper implementation of these laws remains a challenge. Although this law was enforced in 2013, the lack of proper clarity on this subject remains a challenge. A lot needs to be done in regards to the obligation of an employer, the safety of women, the establishment of policies in the company and further investigation into the accused and the culprit. The main issue comes when people do not understand that sexual harassment can have criminal consequences. Inappropriate comments, jokes, sexual favours make women hesitant to take proper action. This ridiculous behaviour of sexual abuse needs to be challenged by increasing the awareness and greater enforcement of

c a e ged by c eas g t e a a e ess a d g eate e o ce e t o strict laws. Final Words The PoSH Act is to curb and safeguard women at the workplace. Every company must aim to assure a safe working place for its employees in general. The PoSH awareness training pertains to the members of the corporation as well as the employer. The company’s people who are permanent as well as temporary need to accept these laws. The clients, visitors, interns, contract workers, as well as suppliers are equally responsible for any activity that falls under the category of sexual abuse. The head of the company, department or branch is responsible for regular PoSH awareness training and workshops related to the PoSH Act, it’s management and supervision. #PoSH awareness training  poshlawindia.blogspot.com Revolutionizing the Safety in Work Place  Prohibition, Prevention & redressing the Sexual Harassment of Women at Workplace Act, 2013, is referred to as the ‘PoSH Act’. It is an Indian law made with the motive of making workplaces safer for women from sexual harassment against them. The law was rolled out in India on 9th December 2013 by the Ministry for Women and Child Development. Prohibition, Prevention & redressing the Sexual Harassment of Women at Workplace Act, 2013, is referred to as the ‘PoSH Act’. It is an Indian law made with the motive of making workplaces safer for women from sexual harassment against them. The law was rolled

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