In today's society, sexual harassment has unavoidably become a pressing social issue in the workplace. The recent #metoo movement has created a pressure that has forced many corporate companies to take dutiful action in this regard. The POSH Act was introduced to help employees learn how to anticipate, manage, and inform such cases of harassment. Every company aims to provide a secure working place for women, and this is well achieved by complying with the POSH policy.
Sexual Harassment
Any conduct relating to physical, vocal, emotional that harms the other person is regarded as harassment, and not encouraged in the POSH policy. In such a case, strict action is taken on the person who has committed the abuse.
Different kind of sexual disturbances includes sexual favours demanded as a threat to promotion or employment of a person, sharing exposed images, sending underrated jokes, molestation, interference with the personal lives of women, abuses related to the appearance of a person.
Internal Complaint Committee (ICC)
It is advised to form a committee in every organisation to discuss these harassment issues. The panel must comprise of four members out of which two must compulsorily be women, and must be approachable. All the complaints must be duly recorded, and appropriate action is required to be taken after a Read More
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