PREVENTION OF SEXUAL HARASSMENT POLICY AT WORKPLACE

PREVENTION OF SEXUAL HARASSMENT POLICY AT WORKPLACE





ThePrevention of Sexual Harassment (PoSH) at Workplace Act of India mandates every organisation to define their sexual harassment policies, prevention systems, procedures and service rules for its employees. Recent reports claim a rise in the number of cases registered for sexual harassments at the workplaces. Also, the number of women in the corporate world reporting such severe incidents are increasing. Such incidents at the workplace can be strenuous to the employees as well as to the entire organisation.

Actions like these result in undesirable physical and emotional ramifications. It adversely affects the productivity of employees creating an unpleasant atmosphere. Many times, performing regular tasks in the workplace can be difficult. By making sure that all the employees go through a necessary PoSH training which can ensure a safe working environment.

WHAT IS SEXUAL HARASSMENT?

Any form of discrimination that includes unwelcome attention of sexual nature is considered sexual harassment. It involves a range of behaviours from seemingly mild transgressions and annoyances, to actual sexual abuse or sexual assault. Anyone from either gender can be a victim of sexual harassment, and anybody from either gender can be a perpetrator.

Sexual harassment also includes the conduct of co-workers who engage in verbal or physically harassing behaviour which has the potential to humiliate or embarrass an employee or the company.

SEXUAL HARASSMENT CAN INCLUDE ANY OF THE BELOW-MENTIONED POINTERS:

·        Sexual advances, requests or demand for sexual favours, either explicitly or implicitly, in return for employment, promotion or examination.

·     Eve teasing, unwelcome invitations meet outside office, suggestive comments or jokes, physical confinement against one’s will and intruding one’s privacy.

·        Act or conduct when one's behaviour within a workplace creates an environment that is difficult or uncomfortable for a person belonging to the opposite sex.

·         Any unsolicited gesture by an employee having sexual hints.

·         Physical contact and advances.

·         Demand or request for sexual favours.

·         Staring, leering or unwelcome touching.

·         Suggestive comments or jokes.

·         Showing pornography.

·         Undesirable physical, verbal or non-verbal conduct of sexual nature.

STEPS YOU MUST TAKE FOR POSH AT WORK:

·         Dealing upfront with the harasser.

·         Do not pretend it did not happen.

·         Immediately inform the alleged harasser that the behaviour is unwelcome.

·         Demand that the harassment must stop.

·         Reinforce your statements with a firm tone and professional body language.

·         Trust your instincts about possible danger.

·         Discuss it with a close friend or confidant.

·         Report sexual harassment to the Human Resource department or respective committee.

·         Be professional always.



The growth of a country and its increased efforts to honour the principles of its constitution show its commitment to its citizens’ fundamental rights. The PoSH law is one such example, especially given the origin of this legislation from the early 90s.

It is a must that you get the PoSH training and certification from a globally recognised training provider. Such training can help your organisation to overcome the sexual harassment and create a healthy and peaceful working environment. Some of the benefits include:

·         World-Class Training

·         Flexible Learning

·         Globally recognised Certification

To know more about PoSH training and certification, connect with Counsel Quest.

 

 

   

Comments

Post a Comment

Popular posts from this blog

Local Complaints Committee Under The Posh Act

Image
  Local Complaints Committee Under The Posh Act We know that the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly called the POSH Act, mandates every organization that has ten or more employees to formulate an Internal Committee (IC) to receive and redress complaints of sexual harassment against women at workplace. Does it mean that only employees of organizations that has at least ten employees receive the protection of the POSH Act? Should women working in the unorganized sector file a complaint with the police if they face sexual harassment at work? This is where the Local Complaints Committee comes into picture. The POSH Act is very comprehensive and has ensured that every women employee is covered. The Local Complaints Committee is formed to ensure protection against sexual harassment for women employees working in organizations that have less than 10 employees. Local Complaints Committee (LCC) is a bod...
Read more

POSH Compliance Law Firms in India

Image
  POSH Compliance Law Firm in India The Indian legal landscape changed significantly in 2013, when the  Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act  (commonly called POSH or The Act) became law. POSH was India’s first piece of legislation that  specifically  dealt with workplace sexual harassment of women. Now, Indian employers are responsible for ensuring a safe working environment by preventing, prohibiting and redressing sexual harassment. The POSH Act: Scope & Applicability The Act is unique in a number of ways. First, it recognizes that sexual harassment amounts to a fundamental violation of women’s rights, including their right to live with dignity in any profession, trade, or business. Surprisingly, the law goes further than that — it’s enforceable everywhere in India, and it only protects women. If a man is a victim of sexual harassment in the workplace, he isn’t protected by the provision...
Read more

Critical Analysis of Posh Act, 2013

Image
  Critical Analysis of Posh Act, 2013 Posh Act defines sexual harassment as unwelcome acts or behaviour (whether directly or by implication) namely, physical contact and advances, a demand or request for sexual favours, making sexually coloured remarks, showing pornography, any other unwelcome physical, verbal or non-verbal conduct of sexual nature. The Act also provides the circumstances under which an act may amount to sexual harassment. The Act was undoubtedly considered to be a great step towards the protection of the working women and the first effort towards creating a safe and a decent working environment for women in the Indian society. Article 14, 15 and 21 of the Indian constitution gave a true meaning to this legislation and gave effect to the right to work with dignity and freedom. Sexual harassment is also considered as a violation of right to practice any occupation, trade or business as guaranteed under article 19 (1)(g), and this necessarily ...
Read more