Posh Act Training

Advisory Support The Act gives the IC the powers of a Civil Court and thus it acts as a quasi-judicial body empowered to summon or enforce the attendance of any person, order the production of documents, and perform any other matter(s) as may be prescribed. Whether you are a Respondents or a Complainants, you will find it difficult to be able to operate through the working of aforesaid quasi-judicial body. Most of the time, during the process, one will not have the full expertise necessary to work efficiently through each stage . Our experts help you to understand in detail the concept and the method. In addition, at each significant juncture, offer tailored guidance and resources to help you plan and appropriately present your case before your organization's IC. Counselling Program Individuals undergoing a POSH inquiry may experience emotional and psychological distress. Following are some of the commonly seen psychological impacts of sexual harassment Self-blame, Irritable Mood

We design policy is in accordance with the provisions of The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. While POSH policy is an employee facing document. The same needs to be supported by a detailed working rules document or Standard Operating Procedure for IC, to ensure smooth and consistent approach to matters at hand. All process in the company have upstream and downstream impact, so does POSH policy and Process. Thus, we help you design the most appropriate upstream and downstream process to ensure smooth functioning. We further, support in developing a governance framework for effective and efficient implementation of the Policy on Prevention of Sexual Harassment. Usually, complainants and respondents reach out their Functional leaders or HR when either encountered with a incident of Sexual harassment or alleged with charges of sexual Harassment. Thus, other than the orientation / training it is important to have a “Playbook” for l

The Protection of Women from Sexual Harassment (POSH) Act, 2013, is designed to provide a comprehensive framework for addressing and preventing sexual harassment in the workplace. Under this Act, complainants (usually women who have experienced sexual harassment) are granted several rights to ensure their protection, well-being, and the fair resolution of their complaints. Here are the key rights of complainants under the POSH Act: Right to File a Complaint: Complainants have the fundamental right to file a complaint if they believe they have experienced sexual harassment in the workplace. They can do so regardless of their position or employment status in the organization. Right to Confidentiality: The identity of the complainant must be kept confidential throughout the inquiry process to protect their privacy and prevent victimization or retaliation. Right to Protection: Complainants have the right to protection from victimization or adverse actions as a result of filing a complai