According to a survey carried out by the Indian National Bar Association:
POSH is mandatory for all workforce of any Indian organization having more than 10 employees. It is mandated under the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
It is a highly recommended course for HR professionals, corporate employees managerial positions, Head of Departments, Management Executives, Company Secretaries, Chartered Accountants, and Students, Government and PSU officials and any individual responsible for running an organization with more than 10 employees.
POSH is an abbreviation for the Prevention of Sexual Harassment. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act was familiar with a reason to secure the female workforce against sexual harassment. POSH Laws apply to every employer whether an individual, partnership or company. Therefore, every organization, be it Public Limited Company, Private Limited Company, Limited Liability Partnership, Partnership Firms, Association, Society, Trust, Proprietorship or even an NGO, irrespective of its size and number of the employees, has to comply with the laws enshrined in the Act.
Penalty for Non-Compliance
Non-compliance with POSH (Prevention of Sexual Harassment) can cost an employer a monetary penalty of INR 50,000. On repeated non-compliance, the employer may be penalized punished with double the discipline. Non-compliance can also lead to cancellation of license, withdrawal or non-renewal of registration for carrying on business, by the Government or local authority. Key benefits of being POSH complaint: reduces attrition, safer workplaces, enhances awareness.
Constituting a separate committee for Redressal of complaints
It is mandatory for every organization employing more than ten people to constitute an Internal Complaints Committee (ICC) to address and redress complaints of sexual harassment.
Creating awareness about the POSH laws
The employer shall hold workshops, seminars, and orientations for its employees to ensure proper awareness about the POSH laws and the process for complaint resolution under the ICC.
Drafting a POSH Policy
The law mandates that every company must have a POSH policy i.e. anti-sexual harassment police for prohibition, prevention, and Redressal of sexual harassment at the workplace and to promote gender-sensitive safe spaces and remove underlying factors that contribute towards a hostile work environment against women. You can take the help of a lawyer to draft a POSH policy for your company.
Changes in the Employment contracts
Drafting a policy complying with the POSH laws is not enough; an employer under the anti-sexual harassment laws is required to treat any instances of sexual harassment as a misconduct under the rules of employment.
Annual Report on POSH Compliance
An annual report has to be filed by the Internal Complaints Committee (in case of more than 10 employees) or the Local Complaints Committee (in case of fewer than 10 employees) stating the company’s POSH compliance, i.e. the number of cases filed; their disposal and investigations, etc. each calendar year and submit the same to the District officer under the supervision of the employer.
Full Day Batch
Mon – Fri
Sat – Sun
Mon – Fri
10 AM to 5 PM
10 AM to 5 PM
4 PM to 7 PM
Human Resource Management and Analytics Certification
DISC and Emotional Intelligence Workshop
NLP Practitioner and Master Certification
Diversity & Inclusion Workshop
POSH – Awareness Workshop and Certification
Entrepreneur’s Development Workshop
Interviewing Skills Certification Program
Emotional Intelligence and Wellness Certification
Psychometric Assessment Certification Program