All About PoSH & H R

  " 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

  Concluding 2nd Part of Blog-Post Titled   PoSH Law Ritual Compliance Must Come to an End - Sexual Harassment of  Woman at Workplace Do you think that India Inc. has focused more on mere compliance of this law and less on changing people mindsets to neutralize gender sensitivity? If so, what initiatives organisations should take to make the Workplace safe and secure for women? Answer from Harsh K Sharan : Effective monitoring by Govt Authorities o f full-scale implementation is yet to be the order of the day; therefore, large no. of employers tend to comply with POSH Laws as a mere ritual or rigmarole or sham. This must end forth with and true-blue compliance be the Hallmark of employers in India. Employers of workplace establishments must actively seek & secure collaborations from their employees and others present within their work premises in co- creating a truly safe and secure workplace