All About PoSH & H R

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,