Posh At Work

Sexual Harassment at Workplace Act, 2013 - Proposed Modifications to the Posh

The Bill introduced in the Rajya Sabha, published in the Gazette of India on December 08, 2023.

Following are proposed Amendments to POSH Act roles,

1.Nullification of Local Complaints Committee (LC) replaced by Employment

Tribunal. "Local Committee" replaced with "Employment Tribunal" throughout POSH Act. Employment Tribunal empowered to treat sexual harassment cases as legal trials for increased efficiency and conviction rates.

2. Constitution of Employment Tribunal Chairperson: Retired female judge of District Court. Members include retired female judge, social activist, woman from the district, sociologists, and female advocates.

3. Prolonged Timeframe for Complaints Section 9 modified for aggrieved women to file complaints within a reasonable timeframe. Employment Tribunal can extend the time limit with written justification based on circumstances.

4. Rectifying Terminology Inconsistencies Substitution of "recommend to" with "direct" in Section 13(3) to make IC's recommendations binding. Section 13(4) amended to ensure the employer or District Judge acts upon Employment Tribunal's directions within sixty days. Subject in focus Evolving the Legal Landscape: Proposed Modifications to the Sexual Harassment at Workplace Act, 2013

NOTE FOR IC AND HR

A pending Bill titled Sexual Harassment at Workplace (Prevention, Prohibition, and Redressal) Amendment Act, 2022, is currently in the Rajya Sabha. The Gazette of India contains details of the proposed amendments published on December 08, 2023.

Note this is 'BILL' at this stage ; for becoming an Act it requires review and approval at Lok Sabha, Rajya Sabha, and Presidential Assent. If successful, it will be named the PoSH (Amendment) Act, 2024. Given this is not yet a Law . Kindly note you are not required to amend policies or training material based on the proposed amendments.

Case in focus

Supreme Court's Ruling in Union of India & Ors. v. Dilip Paul: A Contextual Perspective Background of the Case: Dilip Paul, the respondent, served as the

Local Head of the Service Selection Board in Assam. A female employee in the same office filed a sexual harassment complaint against him in two stages.

Initial inquiries failed to substantiate the allegations, leading to a Central Complaints Committee inquiry finding the respondent guilty. The respondent approached the Central Administrative Tribunal (CAT) to cancel the inquiry, but CAT refrained from expressing opinions. The Guwahati High Court (HC) limited the Central Complaints Committee's jurisdiction to the first complaint, setting aside its findings. An appeal was then filed before the Supreme Court (SC), resulting in the overturning of the HC judgment. Court's Observations: The bench, led by CJI DY Chandrachud and Justices JB Pardiwala and Manoj Misra, emphasized considering sexual harassment allegations in the broader case context, not solely based on procedural violations. The SC warned against undue sympathy towards the accused, emphasizing a balanced approach in such cases. Highlighted the HC's limited jurisdiction, cautioning against functioning as an appellate authority.

Case in focus

Supreme Court's Ruling in Union of India & Ors. v. Dilip Paul: A Contextual Perspective Stressed that a mere procedural violation doesn't automatically imply prejudice to the respondent. The HC was criticized for overlooking established court principles and unreasonably setting aside the disciplinary authority's punishment order.

Conclusion:

The SC's ruling underscores the need to assess sexual harassment allegations within a comprehensive case perspective, balancing procedural aspects with the broader context. The judgment reinforces the principle of avoiding hyper-technicalities in favor of a fair and contextual evaluation in such sensitive matters. The decision reaffirms the limited role of the HC in matters of this nature and urges adherence to established legal principles in disciplinary proceedings.

Filing a Complaint under the POSH Act: Procedure and Timelines

The Prevention of Sexual Harassment (POSH) Act, 2013, was enacted to create a safe workplace environment and ensure that incidents of sexual harassment are addressed promptly and effectively. A key aspect of the Act is the process by which employees can file a complaint if they experience sexual harassment at work. This article delves into the complaint filing procedure under the POSH Act, including the essential timelines, extensions, and rights of the complainant.

1. Who Can File a Complaint under the POSH Act?

The POSH Act allows any aggrieved woman to file a complaint if she has faced sexual harassment in the workplace. The complainant can be:

• A woman employed in any capacity (temporary, permanent, part-time, or full-time).

• An employee in an organization (including interns and contractual staff).

• A woman visiting the workplace or a client of the organization.

Additionally, if the complainant is unable to file a complaint due to physical or mental incapacity or for other valid reasons (such as death), her legal heir, a relative, or a person authorized by her can file the complaint on her behalf.

2. Procedure for Filing a Complaint

The POSH Act lays down a straightforward process for lodging a complaint of sexual harassment. This process ensures that the complainant’s rights are respected and that the complaint is handled with sensitivity.

a) Written Complaint

• The complaint must be submitted in writing by the aggrieved woman to the Internal Complaints Committee (ICC) at the workplace.

• The complaint should describe the incident(s) of harassment in detail, providing relevant facts, names, dates, and any available evidence.

• If the complainant is unable to provide a written complaint, the ICC is obligated to assist her in writing it down and recording her statement.

b) Timeline for Filing a Complaint

• The complaint must be filed within three months of the incident. In cases where there is a series of incidents, the complaint should be submitted within three months of the last occurrence.

• The three-month time limit ensures that the issue is addressed swiftly, minimizing the risk of workplace disruption and allowing the complainant to seek redressal without undue delay.

c) Extension of the Timeline

• Recognizing that certain circumstances might prevent the complainant from filing within the stipulated timeframe, the ICC has the authority to extend the deadline by an additional three months if there are reasonable grounds for the delay.

• For example, delays due to trauma, mental stress, or fear of retaliation are valid reasons for seeking an extension.

3. Employer's Role in Facilitating the Complaint Process

Employers are required to create an environment that encourages employees to report incidents of sexual harassment without fear of retaliation. The POSH Act mandates that employers should:

• Publicize the existence and composition of the Internal Complaints Committee (ICC) and make employees aware of the process for filing complaints.

• Ensure confidentiality during the complaint process, maintaining the privacy of both the complainant and the respondent.

• Provide assistance to the complainant, including offering legal support or guidance if necessary.

Employers who fail to comply with these requirements can be held liable under the law.

4. Rights of the Complainant During the Inquiry Process

Once a complaint has been filed, the POSH Act ensures that the complainant’s rights are protected throughout the inquiry process. The complainant is entitled to:

a) Confidentiality

• The details of the complaint, the identity of the complainant, and the proceedings of the inquiry must be kept confidential at all times.

• The ICC is required to take necessary steps to prevent the disclosure of sensitive information that could affect the complainant’s dignity or professional reputation.

b) Interim Relief

• During the course of the inquiry, the complainant may request interim relief from the ICC. This could include a temporary transfer of the complainant or respondent, granting leave to the complainant, or ensuring that the respondent is prevented from interacting with the complainant.

• These interim measures are designed to protect the complainant from further harassment or retaliation while the inquiry is ongoing.

c) No Retaliation

• The law strictly prohibits any form of retaliation against the complainant for filing a complaint of sexual harassment. The employer must ensure that the complainant is not subjected to adverse consequences, such as demotion, dismissal, or workplace discrimination, during or after the inquiry.

5. Complaint Resolution and Timelines for Inquiry

Once a complaint has been received, the Internal Complaints Committee (ICC) is required to initiate an inquiry into the matter. The POSH Act sets strict timelines for the entire inquiry process:

a) Inquiry Initiation

• The ICC must begin the inquiry process within seven days of receiving the written complaint. This includes notifying the respondent (the alleged harasser) and allowing them to provide their response to the allegations.

b) Duration of the Inquiry

• The inquiry must be completed within 90 days from the date the complaint was received. This timeline ensures a swift resolution of the matter, minimizing any potential disruptions or prolonged stress for the parties involved.

c) Submission of the Final Report

• After completing the inquiry, the ICC is required to submit its findings and recommendations to the employer within 10 days. The report will outline whether the complaint has been substantiated and recommend actions such as disciplinary measures, termination, or compensation.

d) Implementation of Recommendations

• The employer must act on the ICC’s recommendations within 60 days of receiving the report. Failure to do so may result in penalties under the POSH Act.

6. Failure to File a Complaint: Legal Recourse and Remedies

If the complainant does not feel comfortable filing a complaint with the Internal Complaints Committee (ICC) or believes that the ICC is not handling the matter appropriately, there are alternative legal remedies:

• Appeal to a Higher Authority: The complainant may appeal to a court or tribunal if dissatisfied with the outcome of the ICC inquiry or if the ICC fails to conduct a proper inquiry.

• File a Civil or Criminal Complaint: The complainant can also seek legal recourse by filing a civil or criminal complaint against the harasser if the harassment constitutes a punishable offense under Indian law.

POSH Act: Roles, Structure, and Responsibilities.

The Prevention of Sexual Harassment (POSH) Act, 2013, was enacted to address workplace sexual harassment in India and mandates every organization to establish an Internal Complaints Committee (ICC). The ICC plays a pivotal role in ensuring a safe and harassment-free work environment. Its primary responsibility is to investigate complaints of sexual harassment, ensure a fair inquiry, and recommend appropriate action. In this article, we will explore the structure, composition, and responsibilities of the ICC, along with the legal requirements governing its formation and operation.

1. Legal Mandate for the ICC under the POSH Act

Under the POSH Act, every employer is legally required to establish an Internal Complaints Committee (ICC) in the workplace to handle complaints of sexual harassment. This obligation applies to any organization with 10 or more employees. The ICC must be constituted at every branch or office location where the employee headcount meets this threshold. Failure to constitute an ICC can lead to penalties under the law.

2. Composition of the Internal Complaints Committee

The composition of the ICC is critical to ensuring a fair and unbiased inquiry. The POSH Act provides specific guidelines regarding the appointment of members, ensuring that the committee is diverse, impartial, and capable of handling sensitive issues related to sexual harassment. The ICC should have the following members:

a) Presiding Officer (Chairperson)

• The Presiding Officer must be a woman employed at a senior level in the organization.

• If no senior woman employee is available at a particular office or branch, the employer may nominate a woman from another office or branch of the same organization.

• The selection of a woman as Chairperson ensures that female employees feel more comfortable approaching the committee with complaints of sexual harassment, considering the gendered nature of most harassment cases.

b) Internal Members

• The ICC must include at least two employees from within the organization who are committed to the cause of women or have experience in social work or legal knowledge related to women's rights.

• These members play a critical role in maintaining the committee’s sensitivity and awareness of issues surrounding gender equity, and they contribute to the decision-making process by providing their insights.

c) External Member (Third Party Representation)

• One external member, who is not employed by the organization, must be appointed to the ICC. This individual should be committed to the cause of women or possess expertise in dealing with issues of sexual harassment and knowledge of quasi judicial civil court procedure.

• The external member ensures impartiality and brings an objective, independent perspective to the inquiry process, minimizing the risk of internal bias within the organization.

d) Gender and Representation Requirements

• The law requires that at least half of the members of the ICC must be women. This requirement promotes a more gender-sensitive approach to handling complaints, making it easier for female employees to engage with the committee without hesitation.

3. Appointment Criteria and Tenure of ICC Members

a) Appointment Process

• The employer is responsible for appointing ICC members, ensuring that they meet the qualifications outlined in the POSH Act.

• The selection of members should be made with care to ensure that the committee remains neutral and credible, with a mix of seniority, expertise, and gender balance.

b) Tenure

• Members of the ICC, including the Chairperson, are appointed for a term of three years.

• At the end of their tenure, they can be reappointed or replaced by new members. The tenure ensures that the ICC operates efficiently and that there is no unnecessary turnover, which could affect the continuity of cases being handled by the committee.

c) Disqualification of Members

• The ICC must maintain objectivity and neutrality. Therefore, members with any conflict of interest in a particular case are required to recuse themselves from the inquiry.

• Members can also be disqualified if they disclose sensitive information about complaints or fail to uphold the confidentiality required during the inquiry process.

4. Roles and Responsibilities of the ICC Members

The ICC’s effectiveness depends on its ability to conduct fair, unbiased, and confidential inquiries into complaints of sexual harassment. Each member has specific roles and responsibilities that contribute to the inquiry process.

a) Presiding Officer (Chairperson)

• The Chairperson leads the inquiry process, ensuring that the complaint is handled with diligence, confidentiality, and sensitivity.

• They are responsible for scheduling meetings, overseeing investigations, and ensuring that the inquiry is conducted in compliance with the POSH Act’s procedural guidelines.

b) Internal Members

• Internal members assist in the collection of evidence, examination of witnesses, and interviews with the complainant and respondent.

• They also provide insight on the organization's culture and operational processes, helping ensure that the inquiry is relevant and fair in the organizational context.

c) External Member

• The external member's primary responsibility is to maintain objectivity and independence throughout the inquiry.

• They ensure that the internal members and the Chairperson are unbiased and that the committee follows the law and principles of natural justice.

d) Responsibilities During the Inquiry

• The ICC must begin an inquiry within 7 days of receiving the complaint and complete the inquiry within 90 days.

• Both parties must be given the opportunity to present their cases, submit evidence, and respond to the evidence submitted against them. The principles of natural justice, such as the right to a fair hearing, must be followed throughout the inquiry.

• After concluding the inquiry, the ICC is required to submit a report to the employer within 10 days. The report must include the committee's findings, conclusions, and recommended actions, including disciplinary action or compensation, if warranted.

e) Confidentiality

• The ICC is legally obligated to maintain strict confidentiality about the details of the complaint, the parties involved, and the proceedings. Breach of confidentiality by any member may lead to disqualification and legal consequences.

• Confidentiality ensures that the dignity and privacy of both the complainant and the respondent are protected, and the inquiry process is not influenced by external factors.

5. Functions of the ICC in Ensuring a Fair and Unbiased Inquiry

The ICC’s core function is to conduct a fair and unbiased inquiry into complaints of sexual harassment, adhering to the guidelines laid down by the POSH Act. To do so, the ICC must:

a) Provide Assistance to the Complainant

• Assist the complainant in filing the complaint and ensuring that their rights are protected during the inquiry process.

• Offer interim relief, such as changing work duties, granting leave, or ensuring that the complainant is not subjected to further harassment during the course of the inquiry.

b) Conduct an Impartial Inquiry

• The ICC must act independently and without prejudice. Members must set aside personal biases and focus solely on the facts and evidence presented.

• The principles of natural justice, such as giving both parties an equal opportunity to present their case, are critical to maintaining the integrity of the inquiry.

c) Make Recommendations and Ensure Follow-Up

• After concluding the inquiry, the ICC must provide recommendations on appropriate actions, such as disciplinary measures, legal recourse, or compensation.

• The employer is obligated to implement these recommendations within 60 days. The ICC must ensure that the recommendations are acted upon and that justice is served in a timely manner.

Constitution of the Internal Complaints Committee (ICC) under the POSH Act: Roles, Structure, and Responsibilities.

1. Legal Mandate for the ICC under the POSH Act

2. Composition of the Internal Complaints Committee

a) Presiding Officer (Chairperson)

• The Presiding Officer must be a woman employed at a senior level in the organization.

• If no senior woman employee is available at a particular office or branch, the employer may nominate a woman from another office or branch of the same organization.

b) Internal Members

• The ICC must include at least two employees from within the organization who are committed to the cause of women or have experience in social work or legal knowledge related to women's rights.

c) External Member (Third Party Representation)

• The external member ensures impartiality and brings an objective, independent perspective to the inquiry process, minimizing the risk of internal bias within the organization.

d) Gender and Representation Requirements

3. Appointment Criteria and Tenure of ICC Members

a) Appointment Process

• The employer is responsible for appointing ICC members, ensuring that they meet the qualifications outlined in the POSH Act.

• The selection of members should be made with care to ensure that the committee remains neutral and credible, with a mix of seniority, expertise, and gender balance.

b) Tenure

• Members of the ICC, including the Chairperson, are appointed for a term of three years.

c) Disqualification of Members

• The ICC must maintain objectivity and neutrality. Therefore, members with any conflict of interest in a particular case are required to recuse themselves from the inquiry.

• Members can also be disqualified if they disclose sensitive information about complaints or fail to uphold the confidentiality required during the inquiry process.

4. Roles and Responsibilities of the ICC Members

a) Presiding Officer (Chairperson)

• The Chairperson leads the inquiry process, ensuring that the complaint is handled with diligence, confidentiality, and sensitivity.

• They are responsible for scheduling meetings, overseeing investigations, and ensuring that the inquiry is conducted in compliance with the POSH Act’s procedural guidelines.

b) Internal Members

• Internal members assist in the collection of evidence, examination of witnesses, and interviews with the complainant and respondent.

• They also provide insight on the organization's culture and operational processes, helping ensure that the inquiry is relevant and fair in the organizational context.

c) External Member

• The external member's primary responsibility is to maintain objectivity and independence throughout the inquiry.

• They ensure that the internal members and the Chairperson are unbiased and that the committee follows the law and principles of natural justice.

d) Responsibilities During the Inquiry

• The ICC must begin an inquiry within 7 days of receiving the complaint and complete the inquiry within 90 days.

e) Confidentiality

• Confidentiality ensures that the dignity and privacy of both the complainant and the respondent are protected, and the inquiry process is not influenced by external factors.

5. Functions of the ICC in Ensuring a Fair and Unbiased Inquiry

The ICC’s core function is to conduct a fair and unbiased inquiry into complaints of sexual harassment, adhering to the guidelines laid down by the POSH Act. To do so, the ICC must:

a) Provide Assistance to the Complainant

• Assist the complainant in filing the complaint and ensuring that their rights are protected during the inquiry process.

• Offer interim relief, such as changing work duties, granting leave, or ensuring that the complainant is not subjected to further harassment during the course of the inquiry.

b) Conduct an Impartial Inquiry

• The ICC must act independently and without prejudice. Members must set aside personal biases and focus solely on the facts and evidence presented.

• The principles of natural justice, such as giving both parties an equal opportunity to present their case, are critical to maintaining the integrity of the inquiry.

c) Make Recommendations and Ensure Follow-Up

• After concluding the inquiry, the ICC must provide recommendations on appropriate actions, such as disciplinary measures, legal recourse, or compensation.

• The employer is obligated to implement these recommendations within 60 days. The ICC must ensure that the recommendations are acted upon and that justice is served in a timely manner.

Expanding POSH: The Push to Protect India's Informal Workforce.

The Prevention of Sexual Harassment (POSH) Act of 2013 marked a significant milestone in India's journey towards safer workplaces. However, a glaring gap remains in its coverage: the informal sector. With an estimated 90% of India's workforce employed in informal settings, the need to extend POSH protections to this vast and vulnerable population has become a pressing concern.

The Current Landscape

The Informal Sector in India

India's informal sector encompasses a wide range of occupations, including:

• Domestic workers

• Street vendors

• Agricultural laborers

• Construction workers

• Home-based workers

These workers often lack formal contracts, social security benefits, and legal protections, making them particularly vulnerable to exploitation and harassment.

Limitations of the Current POSH Act

The POSH Act, in its current form, is primarily designed for formal workplaces. It mandates the formation of Internal Complaints Committees (ICCs) in organizations with 10 or more employees. However, this structure is ill-suited to the realities of the informal sector, where:

1. Workplaces are often unstructured or mobile

2. Employer-employee relationships can be ambiguous

3. Workers may have multiple employers or work independently

The Case for Expansion

Vulnerabilities in the Informal Sector

Informal workers, especially women, face heightened risks of sexual harassment due to:

1. Power imbalances with employers or clients

2. Lack of job security

3. Limited awareness of rights

4. Absence of formal complaint mechanisms

5. Fear of retaliation or job loss

Potential Benefits of Expansion

Extending POSH to the informal sector could:

1. Provide legal recourse to millions of vulnerable workers

2. Raise awareness about sexual harassment in diverse work settings

3. Encourage the formalization of certain informal sectors

4. Align India with international labor standards

5. Contribute to broader goals of gender equality and worker dignity

Challenges in Implementation

Expanding POSH to the informal sector is not without its challenges:

1. Defining the Workplace: How to delineate workplaces in fluid, unstructured settings?

2. Identifying Employers: Who bears responsibility in cases of multiple or ambiguous employers?

3. Creating Complaint Mechanisms: How to establish accessible and effective reporting systems?

4. Ensuring Awareness: How to reach and educate a diverse, often dispersed workforce?

5. Enforcement: How to monitor compliance and enforce regulations in informal settings?

Proposed Solutions and Ongoing Discussions

Legal Frameworks

1. Broadening Definitions: Expanding the legal definition of 'workplace' and 'employee' to encompass informal settings.

2. Sector-Specific Regulations: Developing tailored guidelines for different informal sectors (e.g., domestic work, street vending).

Complaint Mechanisms

1. Local Committees: Strengthening and expanding the role of Local Complaints Committees (LCCs) to serve informal workers.

2. Mobile Reporting: Implementing user-friendly mobile apps for complaint filing and tracking.

3. Helplines: Establishing dedicated helplines for informal sector workers to report harassment and seek guidance.

Awareness and Education

1. Grassroots Campaigns: Collaborating with NGOs and community organizations for on-the-ground awareness programs.

2. Media Outreach: Utilizing radio, television, and social media for widespread dissemination of information.

3. Union Partnerships: Engaging with informal sector unions to integrate POSH awareness into their activities.

Enforcement Strategies

1. Community Vigilance: Empowering local communities to monitor and report violations.

2. Inter-agency Cooperation: Fostering collaboration between labor departments, police, and social welfare organizations.

3. Incentive Structures: Developing incentives for informal sector employers to comply with POSH guidelines.

Case Study: Domestic Workers in Mumbai

To illustrate the potential impact of POSH expansion, consider the ongoing pilot project in Mumbai targeting domestic workers:

1. Initiative: The Maharashtra State Commission for Women, in collaboration with local NGOs, launched a POSH awareness and implementation program for domestic workers in select Mumbai neighborhoods.

2. Approach:

o Door-to-door awareness campaigns

o Formation of neighborhood watch committees

o Mobile app for anonymous reporting

o Partnerships with resident welfare associations

3. Challenges Faced:

o Resistance from some employers

o Language barriers in communicating with migrant workers

o Difficulty in follow-up due to high worker mobility

4. Early Results:

o Increased awareness among both workers and employers

o Rise in reported cases, indicating growing trust in the system

o Some informal employers proactively adopting POSH-like policies

5. Lessons Learned:

o The critical role of community engagement

o Need for continuous, multi-lingual communication

o Importance of protecting workers from retaliation

The Road Ahead

Expanding POSH to cover India's informal sector is a complex but necessary endeavor. It requires a multi-pronged approach involving legal reforms, innovative implementation strategies, and a shift in societal attitudes.

As discussions continue, key considerations include:

1. Balancing comprehensive protection with practical implementation

2. Ensuring that expansion efforts don't inadvertently push informal work further into the shadows

3. Addressing intersectional vulnerabilities (e.g., caste, migration status) in policy design

4. Leveraging technology while ensuring accessibility for all

5. Fostering a culture of respect and dignity that transcends formal legal frameworks

By addressing these challenges and learning from pilot initiatives, India has the opportunity to pioneer a more inclusive approach to workplace safety, potentially setting a global standard for protecting vulnerable workers

What is Sexual Harassment and Remedies

Sexual Harassment: Understanding and Addressing the Issue

Sexual harassment is a serious and pervasive problem that affects individuals of all genders. It can create a hostile work environment, damage mental health, and limit career opportunities. Understanding what constitutes sexual harassment and knowing the available remedies is crucial for individuals to protect themselves and create a safer environment for everyone.

What is Sexual Harassment?

Sexual harassment can take many forms, but it generally involves unwanted sexual advances, requests for sexual favors, or other conduct of a sexual nature that creates a hostile, intimidating, or offensive work environment. This can include:

Verbal harassment: Making sexual jokes, comments, or innuendos; using offensive or degrading language; or making unwelcome sexual advances.

Physical harassment: Touching, grabbing, or making unwanted physical contact; blocking someone's path; or invading personal space.

Visual harassment: Displaying sexually suggestive images or posters, or making offensive gestures.

Remedies for Sexual Harassment

If you or someone you know has experienced sexual harassment, it's important to know that there are steps you can take to address the situation and seek justice. Here are some possible remedies:

Internal Complaint Procedure: Many workplaces have internal complaint procedures for reporting sexual harassment. This may involve filing a formal complaint with a designated person or department within the company.

Equal Employment Opportunity Commission (EEOC): If you believe you have been discriminated against based on your sex, you can file a complaint with the EEOC. The EEOC will investigate your claim and may take legal action against your employer.

Lawsuit: In some cases, individuals who have been sexually harassed may file a lawsuit against their employer. This can be a complex process, so it's important to consult with an attorney.

Mediation or Arbitration: In some cases, parties may agree to resolve a sexual harassment dispute through mediation or arbitration. This can be a more informal and less adversarial process than going to court.

Prevention and Support

Preventing sexual harassment requires a comprehensive approach that involves education, awareness, and a commitment to creating a safe and respectful workplace. Here are some steps that can be taken:

Training and Education: Provide training to employees on what constitutes sexual harassment, the company's policies on harassment, and the consequences of violating those policies.

Clear Policies: Develop and implement clear policies that prohibit sexual harassment and outline the consequences for violating those policies.

Open Communication: Create an environment where employees feel comfortable reporting incidents of harassment without fear of retaliation.

Support Resources: Provide employees with access to support resources, such as counseling or legal assistance.

Steps that HR Department Must take To Prevent Sexual Harassment At Work.

A large portion of the workplace in India is plagued by the problem of sexual harassment. In order to prevent it, businesses should take precautions, and they should also be prepared to address it if it does. The HR department is in charge of making sure compliance. To make the workplace safe for employees, they can implement Posh rules and take the ten steps listed below.

HR should make sure that the business has several reporting options, including anonymous reporting, for sexual harassment. They must also ensure that the staff is aware of these options, whatever they may be.

A human resources professional must understand that harassment can affect anyone, regardless of gender, sexual orientation, or other identifiers. Many LGBTQ employees are especially susceptible to harassment, whether it be sexual or otherwise. Sexual harassment can happen to anyone, even straight males in powerful positions inside the organisation. Every report should be taken seriously, and every investigation should start with the purpose of learning the truth rather than working backwards from a presumptive conclusion. If there is one thing that HR departments want, it is to be viewed as "the good policemen" rather than another barrier.

The Posh policy must cover bystander training. This might be a good way to raise issues before they become outright harassment. It's a more recent idea, but college campuses have begun applying it to prevent sexual assault. Employees who have received bystander training are taught when and how to step in to stop harassment. It can counteract what is referred to as "the bystander effect," when individuals are less likely to intervene in a quarrel when others are present because they assume others will do so first. Now, it is up to HR to provide employees with the confidence and security they need to step in during a conflict.