All About PoSH & H R

  Remedy For Prevention of Ticklish Situations Relating to Sexual Harassment of Women at Workplace:-- 𝐒𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧-𝟏:- The Internal Committee at Harsha's Workplace Establishment was duly constituted by an Order-in-Writing, on 15th May 2022, by the Employer designate-cum-Occupier of the Workplace, under Section-4 of the "Sexual Harassment of Woman at Workplace (Prevention, Prohibitions & Redressal) Act 2013" gazetted on 9th December 2013; and T he Constitution of aforesaid Internal Committee (commonly addressed as IC)  was Notified by an Office Order/Circular dated 15.5.2022, for information of the Employees & Others; with the Names, Official Designation, Official Contact Telephone Numbers, and official Email addresses of the below-mentioned Functionaries / IC Office-Holders 1 . Presiding Officer who is employed at Senior Level & is Nominated for a Term/Tenure of Three Years with effect from 15th May 2022; 2 . One Female Employee as Member for a Term/Te

𝐖𝐡𝐚𝐭 𝐢𝐟   a Subordinate Accepts her Male Superior's Offer to stay in his House as Tenant? Case-in Brief:- Nindro’s apprehensions materialized when her HOD gave her a Pink Slip citing Market constraints due to the Pandemic Covid19.informing her that with immediate effect she stood relieved of her Duties and her Employment. Naturally, Ms. Nindro was in utter shock and speechless; Ms. Nindro was born and brought up in Singapore and had completed her Post-Graduate Studies there and sought and secured her Dream Job simply by virtue of her Merit. Then after 5 years or so, her parents departed for their heavenly abode, leaving behind their only and Single unmarried Daughter to fend for herself. On top of her predicament, now this Termination of her Employment, instantaneously; Relieved from the Workplace immediately,  her usual placid nature was no more existent. She frantically posted her Resume with her Photo for a Job back in her ancestral home in India. Post-haste, Video-Intervi

  “What If Internal Committee's Presiding Officer Reports Sexual Harassment Complaint against her Superior"? An Employee nominated as Presiding Officer of the Internal Committee constituted at her Workplace, for a Term Tenure of Three (03) years with effect from 1st September 2022, verbally reported to her Superior, the Managing Director of the Workplace Establishment; about the Sexual Harassments she was subjected to by her Colleague who was quite Senior in Service; T he Managing Director patiently listened to  the Aggrieved Woman-Complainant and asked her / requested her to File / Submit immediately her aforesaid Complaint in writing with the Dates, Time, the Place of occurrences of the alleged acts, behaviors, conduct, and deed of  Sexual Harassments towards herself, but she expressed her Unwillingness to submit her Written Complaints despite the MD informing her of the necessity of filing/ lodging her SH Complaints, in writing sufficiently precisely and or also described t

 Ms.  Nimmo, a Manager in the India Office Workplace of a Multinational Corporation, was so excited to invite her Colleagues to attend her marriage Ceremonies at her Parent's Place of Residence, on a Sunday in the Month of January 2022; The invitees who were cordially invited to attend the traditional Marriage Ceremonies included her Workplace Establishment's Managing Director, her  Superior Senior Manager reporting to and next to the MD, and her Departmental Male and Female Colleagues. The ceremonies were to be solemnized on  Sunday noontime; The next day on Monday, on reaching his Office by 9.30 a.m., the abovementioned Superior Senior Manager next to the MD, convened a Meeting in the Company’s Conference Room and informed all those Women-Employees who had attended the said Marriage Ceremonies, the previous day, to attend this hastily convened Staff Meeting.  As soon as the subordinates assembled in the closed-door Conference Room, he started speaking loudly, almost lost his

  " 𝐂𝐚𝐧 𝐓𝐰𝐨 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐂𝐨𝐦𝐦𝐢𝐭𝐭𝐞𝐞𝐬 𝐚𝐭 𝐓𝐰𝐨 𝐬𝐞𝐩𝐚𝐫𝐚𝐭𝐞 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞𝐬 𝐨𝐟 𝐓𝐰𝐨 𝐃𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 , 𝐋𝐚𝐰𝐟𝐮𝐥𝐥𝐲   𝐏𝐫𝐨𝐜𝐞𝐞𝐝 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫 𝐟𝐨𝐫 𝐑𝐞𝐝𝐫𝐞𝐬𝐬𝐚𝐥 𝐨𝐟  One  𝐒𝐞𝐱𝐮𝐚𝐥 𝐇𝐚𝐫𝐚𝐬𝐬𝐦𝐞𝐧𝐭 𝐂𝐨𝐦𝐩𝐥𝐚𝐢𝐧𝐭, filed by One Aggrieved Woman-Employee-Complainant? "                                                                                                          𝐈𝐟 𝐘𝐞𝐬 , 𝐰𝐡𝐢𝐜𝐡, of the  Two  𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐂𝐨𝐦𝐦𝐢𝐭𝐭𝐞𝐞s,  s 𝐡𝐚𝐥𝐥 :- a).   𝐈𝐬𝐬𝐮𝐞 𝐍𝐨𝐭𝐢𝐜𝐞 informing the 𝐖𝐨𝐦𝐚𝐧-𝐂𝐨𝐦𝐩𝐥𝐚𝐢𝐧𝐚𝐧𝐭 of Workplace Establishment "A", and the 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 -𝐑𝐞𝐬𝐩𝐨𝐧𝐝𝐞𝐧𝐭 of Workplace Establishment "B", 𝐛𝐨𝐭𝐡 𝐚𝐛𝐨𝐮𝐭 the 𝐃𝐚𝐭𝐞, the 𝐓𝐢𝐦𝐞 and the Place / Venue 𝐨𝐟 Commencement of 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐂𝐨𝐦𝐦𝐢𝐭𝐭𝐞𝐞'𝐬 𝐑𝐞𝐝𝐫𝐞𝐬𝐬𝐚𝐥 𝐏𝐫𝐨𝐜𝐞𝐞𝐝𝐢𝐧𝐠𝐬 and advising them 𝐭𝐨 𝐚𝐩𝐩𝐞𝐚𝐫

Why We Need to be Gender Sensitive - Preventing Sexual Harassment of Women at Workplace This International Women’s Day onwards, Employers in India have before them an opportunity to re-assert boldly that Merit of Individuals and nothing else constitutes capability and sole  eligibility for Employment anywhere. Otherwise, incessant talks about ways & means to achieve Performance Excellence, Efficiency, Effectiveness and sustainable productivity-based growth in any economic enterprise will remain an elusive dream.                                     Releasing Women from ring-fence socio-economic systems clutch should be priority before Corporate India. Instances are many where Enlightened Employers took initiatives to induct  Feminine Workers in their Workforce at equal terms.  This can be emulated by other democratic-minded men and women entrepreneurs and established business Houses and Conglomerates. The Employer’s present stand that “

Providing Protection to Women from Sexual Harassment at Workplace Premises including WFH - Who is Accountable, Answerable & Liable A s enshrined in the Preamble of t he “Sexual Harassment of Woman at Workplace (Prevention, Prohibition and Redressal) Act, 2013” duly gazetted on 9 th December 2013, Each and Every Employer of Workplaces in India including our dwelling place/space is accountabl e, a nswerab le, chargeabl e, liabl e before the Laws and fully responsible for Providing Protection to Women, whether employed or not at concerned Workplace Establishment; including WFH (Work from Home) and arising out of her Employment. The relevant extract/part of the aforesaid Preamble is reproduced below for ready reference: An Act to   provide protection against sexual harassment of women   at the workplace   and   for the prevention   and   redressal of complaints   of sexual harassment and   for matters connected therewith or incidental   thereto; Further, the said Act of 2013,