The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as the POSH Act, is legislation aimed at preventing workplace sexual harassment. The compliances and other provisions in the Act mandate that companies ensure safe working spaces for women employees.
Although the law is gender-specific, companies are well within their rights to create gender-neutral policies. A gender-neutral policy will help ensure that the prevention of sexual harassment at the workplace covers all genders.
A safe working space can also enable increased productivity in the workforce. Employee productivity helps organisations reach their business goals in a more smooth and efficient manner.
The constitution of an Internal Committee or IC is one of the most crucial compliances that companies need to meet under the Act. Failure to do so can result in penalties as also withdrawal, non-renewal or cancellation of business licenses. Many companies have sought to set up IC’s within their organisations. Additionally, the functioning of such IC’s needs to be in strict adherence to what the POSH Act requires. Ensuring that the IC is proficient with the various legal processes of the Act is of utmost importance.
If an IC does not function as per the requirements of the Act the companies can face litigation at a later date. Additionally, they may also end up paying hefty damages. Besides the functioning of the IC, it is also the duty of the companies to ensure that all employees are aware and have adequate training on the provisions of the prevention of sexual harassment at the workplace Act and rules made thereunder.
How Sentilius® can help:
Sentilius® provides workshops, training and drafting services to ensure that companies have a stringent POSH policy in place. With a sound and comprehensive policy and employees as well as the IC with adequate training and awareness, organisations can ensure strict compliance with the various provisions of the POSH Act.