POSH Act
The POSH Act, also known as the Prevention of Sexual Harassment of Women at Workplace Act, came into effect on December 9, 2013. It is designed to address and combat sexual harassment in both public and private sector workplaces. The POSH Act is a crucial legislative step towards creating safer and more equitable workplaces for women. By promoting awareness, prevention, and redressal, it sets the foundation for a culture that respects the dignity and rights of every individual, regardless of gender. It remains essential for employers, employees, and society as a whole to actively support and uphold the principles of the POSH Act.
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Key Provisions of the POSH Act
- Definition of Sexual Harassment: The Act provides a comprehensive definition of sexual harassment, including unwelcome physical contact, sexually colored remarks, and any other form of unwelcome conduct of a sexual nature.
- Workplace Coverage: The POSH Act applies to all workplaces, regardless of their size, including government offices, private companies, non-profit organizations, and educational institutions.
- Internal Complaints Committee (ICC): Employers are mandated to establish ICCs at workplaces with more than 10 employees. The ICC is responsible for addressing complaints of sexual harassment and ensuring a fair and confidential inquiry.
- Duties of Employers: Employers must create a safe environment and implement preventive measures. They are also required to conduct awareness programs and provide training to employees.
- Complaint Redressal: The POSH Act outlines the process for filing a complaint, the investigation procedure, and the time frames for resolution. It emphasizes the need for a victim-friendly approach.
- Protection for Complainants: The Act prohibits retaliation against the complainant, ensuring that victims are not victimized further for reporting harassment.
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