Provisions of the POSH Act
The legislation defines workplace sexual harassment and establishes a framework for addressing complaints, incorporating safeguards against unfounded or malicious accusations. Key provisions include:
- Every employer must establish an ICC at each office or branch with more than 10 employees.
- The ICC, empowered with the authority of civil courts, is obligated to facilitate conciliation before initiating an inquiry if requested by the complainant.
- Penalties are imposed on employers for non-compliance with the Act.
- To ensure a harassment-free environment for women in unorganized sectors, the State Government designates a District Officer in each district, responsible for forming a Local Complaints Committee (LCC).
Sexual Harassment at Workplace: POSH Act of 2013
In the evolving landscape of gender roles propelled by globalization, the surge in workplace sexual harassment emerged as a concerning issue with the increasing presence of women in India’s workforce. In response, the POSH Act of 2013 was enacted to curb this violation of fundamental rights. Despite its noble objectives, challenges such as lack of clarity, inadequate awareness, and hesitancy to report incidents persist. This article serves as a comprehensive guide, shedding light on the POSH Act to educate stakeholders and promote safer workplaces, emphasizing prevention in our diverse society.
Table of Content
- What is the POSH Act?
- Provisions of the POSH Act
- SHe-Box
- Defining Sexual Harassment under the POSH Act
- Characteristics Defining Impact
- Development of Legislation Addressing Workplace Sexual Harassment
- Determining Instances of Sexual Harassment
- Sexual Harassment at Workplace Act, 2013: An Overview
- Conclusion
- Frequently Asked Questions (FAQs):