All About PoSH & H R

  " 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,

DGCA has detected two more cases of forged Aviation Pilot Licenses as per News paper Report. The total number of wannabe Pilots seeking and securing employment fraudulently with Upcoming Leaders in Low cost Civil Aviation Companies may or may not be the handiwork of unscrupulous competitions but amount to causing danger to Nation’s reputation   and thus threat to national security.  There is no point in blaming the Company in whose Employees Rolls these “cheat”   manipulated to get into. The real accused are those in Management Functions who were in any way involved with the “scrutiny of Applications for the Pilot’s Job” , Finalizing the Suitable Candidates for the Selection Interview Rounds and then finally “short-listing” the cheats for the Pilot’s Vacancy including the Appointing Authority. All the Executives/Managers pinpointed as above must be charged with “dereliction of duty” , “carelessness”, “ callousness” connivance and complicity