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POSH Framework

Prevention of Sexual Harassment (POSH)

The Prevention of Sexual Harassment (POSH) Act goes beyond mere compliance for organizations; it's about fostering a respectful and supportive workplace culture. Ensuring compliance with POSH guidelines means safeguarding the organization against legal liabilities and reputational risks.

It requires a deep understanding of what constitutes harassment, proactive measures to prevent it, and swift action when incidents occur.

Definition of Sexual Harassment

The Act defines sexual harassment broadly, including unwelcome sexually determined behavior (physical, verbal, non-verbal) that affects a person's dignity or creates a hostile work environment.

Applicability

The Act applies to all workplaces, including government, private and non-governmental organizations, covering all women irrespective of their age or employment status.

Internal Complaints Committee

Every organization with 10 or more employees must set up an Internal Complaints Committee (ICC) with a woman presiding officer and at least half women members.

Duties of Employers

Employers are required to provide a safe working environment, display the provisions of the Act, and organize workshops and awareness programs for employees.

Awareness and Training

The Act mandates that employers organize regular workshops for employees to understand the provisions of the Act and prevent harassment.

Advantages

POSH Compliance

Safe Working Environment
ICC Constitution
Awareness Training
No Victimisation

Prevention of Sexual Harassment (POSH)

Definition of Sexual Harassment

Applicability

Internal Complaints Committee

Duties of Employers

Awareness and Training

POSH Compliance

POSH Compliance

POSH Compliance

POSH Compliance

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