Wed Aug 31, 2022
With the #MeToo movement coming to the forefront, the issue of sexual harassment at workplace has come into the spotlight. Sexual harassment at workplace affects women’s right to life and livelihood. It is a violation of fundamental rights of a woman to equality as per Articles 14 and 15 as well as the right to live with dignity as per the Article 21 of the Constitution of India. To protect and safeguard women at the workplace a strong sexual harassment law is critical.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the POSH Act) is a much needed step for preventing gender based misconduct towards women at the workplace. The Act defines sexual harassment at the workplace and provides a mechanism for inquiry and eventual redressal of complaints.
For complying with the POSH (Prevention of Sexual Harassment) Act all organizations with more 10 or more employees are mandated to comply with the following provisions:
A key aspect of the POSH ACT or sexual harassment law is that organizations must formulate and disseminate a policy against workplace sexual harassment. The policy should provide the processes and steps the organization is taking to implement POSH at the workplace.
An ideal POSH policy should apply to all employees as well as other stakeholders connected with the business. This includes suppliers, customers contractors etc. A POSH policy is formulated to g the customer, clients, suppliers, contractors, etc.
Some key components of a POSH policy are: