All About PoSH & H R

“ First Five Pre-Inquiry Action-Steps No IC Presiding Officers Dare Skip”   First Five Steps  Put succinctly  are : Step-1 . Finalize & Notify a Date, Time & Place of Starting Redressal  Proceedings. Step- 2 . Welcome all present, put the Complainant & the Respondent & Others at ease; Build Rapport; Earn Trust; Commit to Preserve, Promote & Maintain Workplace Decorum, Decency & Non-Negotiable Discipline during Proceedings; Describe Penal Provisions for unruly behavior or Disrupting Redressal Proceedings since IC Proceedings are quasi- judicial; Step-3 . Explain with sufficient precision , all relevant Provisions of SHWW (P, P & R) Act 2013 Commonly referred to as PoSH Act 2013; the Rules framed thereunder; Service Rules or Certified Standing Orders relating to Misconduct & Punishment therefor; Penalty for Making Known the Identities of the Complainant and or the Respondent, Contents of Filed Complaints, any part of I C Proceedings or IC Findings &

  " Exploring the 24 Essential Duties and Responsibilities of Internal Committees "-        Concluding Part-2 Recap or Summary of Post Part-1 , Published on November 10. 2023 on my Blog “All About PoSH” https://www.holistichr.blogspot.com   Recap of Part- 1: - In my previous Blog Post, 10 out of 24 Duties & Responsibilities of Internal Committees, were covered, as summarized below : “ Internal Committees ” are i) Independent Legal Entity, constituted by Employers, in writing, and Notified thru Notice Boards; ii) For the Sole Purpose of “Redressal of Sexual Harassment Allegations/Complaints , referred to them by the respective Employers of the Workplaces; iii). Redressal Proceedings must be in line with the Twin Principles of Natural Justice , namely “ Nemo judex in causa sua ” ( No one should be a judge in her/his own cause ) and “ Audi alteram partem” ( H ear the other Side for no one should be condemned unheard); iv ) Internal Committees Presiding Officers &

  " Exploring the 24 Essential Duties and Responsibilities of Internal Committees "   Introduction : Almost 10 years ago, “Internal Committees” , came into being when a New Epoch-making Law was passed by our Sovereign Country, namely the “ Sexual Harassment of Woman at Workplace (Prevention, Prohibition & Redressal) Act 2013 along with the “Sexual Harassment of Woman at Workplace (Prevention, Prohibition & Redressal) Rules 2013, were gazetted on 9 th December 2013, and with immediate effect came into force and became “Binding and Final” on all  the Employers, Occupiers and the Management Team/Managers of all Workplaces throughout the length and breadth of our Nation, irrespective of Number of Employees/ Persons/Workers – Permanent; Temporary, Probationers, Trainees, Interns and or Workers engaged/employed through Contractors, present at the respective Workplaces  Premises. “Internal Committees”, originated on 13 th August 1997, a lmost 16 years before Promulgatio