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POSH TRAINING

In India, the compliance requirement for POSH (Prevention of Sexual Harassment) training mandates that all establishments with ten or more employees must abide by the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. Companies falling under this category are obligated to conduct regular POSH training for their employees. The Act aims to create a safe and respectful work environment and requires organizations to have policies and procedures in place to prevent and address incidents of sexual harassment effectively. Companies must ensure strict compliance with these legal requirements to protect the rights and well-being of their employees.
 
Over the past few years, Femmforce has been offering services to depute expert external members for Internal Committees under the POSH (Prevention of Sexual Harassment) law. Their expertise has been utilized by more than 20 organizations across India, helping to ensure the fair and effective handling of sexual harassment cases and contributing to the creation of safe and respectful work environments for employees

Steps involved in Compliance under PoSH

 

Formulation of Posh Policy

Formulating a POSH (Prevention of Sexual Harassment) policy involves defining the scope and applicability of the policy, clearly outlining prohibited behaviors, and providing a confidential procedure for reporting incidents. It should also establish a robust investigation process, outline consequences for violations, and emphasize protection against retaliation for complainants. Regular training, awareness programs, and periodic policy reviews are essential elements in maintaining an inclusive and respectful workplace environment.

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Form Constitution of Internal Committee 

Forming a Constitution for the Internal Committee (IC) under POSH involves selecting diverse, qualified members, designating a capable Chairperson, and providing comprehensive training. Clear roles, confidentiality, accessible reporting, and structured procedures are crucial. Thorough record-keeping, support resources, regular meetings, and ongoing evaluation ensure effective handling of sexual harassment cases.


Appointment as External Member 

As an External Member for POSH, the individual serves as an impartial expert in the Internal Complaints Committee (ICC), providing an outsider's perspective during complaint investigations and ensuring fair treatment. Responsibilities include maintaining confidentiality, contributing to a safe work environment, and enhancing the committee's effectiveness in handling sexual harassment. 

 

Arrangements of Awareness sessions for the Employees and Internal Committee

Organizing periodic awareness sessions on POSH is essential. These sessions educate employees and the Internal Committee on policy specifics, reporting protocols, and nurturing a secure and respectful workplace environment, ultimately fostering a culture of awareness and prevention.

 

Display of POSH Posters

Displaying POSH (Prevention of Sexual Harassment) posters in prominent areas of the workplace is an important step in creating awareness and promoting a safe work environment. These posters typically provide information on company policies, reporting procedures, and resources available for employees. They serve as a visual reminder of the organization's commitment to preventing sexual harassment and supporting those affected by it.

 

Compliance with the POSH (Prevention of Sexual Harassment) Act has several positive impacts on an organization

  • Safe and Harassment-free Work EnvironmentCompliance with Legal Requirements

  • Enhanced Employee Morale

  • Positive Reputation and Brand Image

  • Reduced Legal Risks and Liabilities

  • Increased Trust and Transparency

  • Attraction of Top Talent

  • Improved Organizational Culture

  • Better Employee Performance

  • Reduced Absenteeism and Stress

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