• Employees

    Use the law to create happy workplaces, beware of filing false complaints, help each other resolve

  • Responsible Employer

    Incorporates provisions of POSH in corporate policy,  forms a legally trained ICC, gets Employee training & files AR

  • Compliance made simple

    we shoulder your responsibility.

Compliance

Compliance requirements of the Sexual Harassment of Women at Workplace Act,2013

Any organization with 10 or more employees must be compliant. Even those organizations that do not have any woman employee need to comply.

Requisites of compliance

There are in all eight requirements to be fulfilled:

Part A (one time)

  1.  Putting Corporate HR Policy in place particularly with reference to the specific requirements under the Act
  2. Amending Service Rules clearly stating that sexual harassment would amount to misconduct
  3. Setting up of Internal Complaints Committee(ICC) in terms of Section 4 of the Act
  4. Displaying the particulars of ICC members at conspicuous places at the workplace

Part B (regular basis)

  1. Technical/legal training of ICC members
  2. Awareness/orientation session for employees
  3. Providing facilities and such information to the ICC for proper handling of complaints according to Principles of Natural Justice
  4. Filing of Annual Report at the end of each calendar year

Composition of Internal Complaints Committee (ICCs)

The Internal Complaints Committee shall consist of minimum four members. At least half or more than half of the total members so nominated shall be women. The ICC will be composed of the following members:

  • Chairperson:Woman working at senior level as employee; if not available
    then nominated from other office/units/ department/ workplace of the same employer
  • Two  Members(minimum):From amongst employees
  • External Member:From amongst NGO/associations committed to the cause of women or an individual who is familiar with the issues relating to sexual harassment

Where the office or administrative units of a workplace are located in different places, division or sub-division, an ICC has to be set up at every administrative unit and office.

Consequences of non-compliance

Failure of compliance attracts a penalty of up to Rs. 50,000 for the first default and double the amount of penalty and cancellation of license to conduct business in subsequent dereliction.

About

POSHCA (Society for Prevention of Sexual Harassment and Child Abuse)

is an organization founded by like-minded and passionatAe individuals who believe in creating happy and safe workplaces through the compliance of Sexual Harassment of Women at Workplace Law (SHWW).

VISION

We shall strive to make all workplaces in India free of sexual harassment thereby taking women to the next orbit of safety and dignity.

MISSION

To shoulder the responsibility of employers in ensuring compliance of Sexual Harassment of Women at Workplace Act. To guide and assist Prevention of Sexual Harassment(POSH) Committees (ICCs) in delivering unbiased judgments through Principles of Natural Justice. To create dignified and safer workplaces with the help of our socially-conscious, passionate team thoroughly trained in the law.

ACTIVITIES

Conducted several awareness programmes and seminars to spread awareness of this noble piece of legislation. POSHCA takes pride in mentioning that for all industry associations and federations, awareness programmes are conducted absolutely free of cost.

EMPANELMENT

POSHCA is one of the first organisations all over India chosen by the Ministry of Women & Child Development, Govt. of India for imparting training programs/ workshops under the Sexual Harassment of Women at Workplace Act,2013.

ACCREDITATION

Ministry of Women and Child Development, State of Haryana has mandated POSHCA to be involved by all the Deputy Commissioners (District Officers) in the state of Haryana for the following activities under this law:
  1. To hold awareness sessions in all districts of Haryana
  2. To train the LCC members so that they can handle complaints within the ambit of the provisions of the law
  3. To scrutinize Annual Reports so that meaningful data is received and to monitor continuously to ensure complete compliance

NGO MEMBER TO ICC

Many of the POSHCA members have been inducted as NGO members to the ICCs of several organisations as required under Section 4(2)(c) of the Act. To name just a few of the organizations: GlaxoSmithKline Consumer Healthcare Products Ltd., HCL Infosystems, British Telecom, Jones Lang Lasalle(JLL), Jaquar Group, American Express Global Business Travel, Benetton India Ltd., Fresenius Kabi Oncology, Minda Group of Industries, CPP (India), Sterlite Power Transmission Ltd.,Pepperfry,Intercontinental Group of Hotels, Hotel Leela Ambience Convention Centre, Anarock Property Consultants Ltd., William Connor Sourcing,Engie Energy and Services, Korn Ferry, RSA Actuarial Services, Eko Financial Services, K Mart Sourcing, Office of the Additional District Commissioner, Gurugram, Office of the District Commissioner, Gurgaon, Municipal Corporation of Gurugram etc.

MEMBER LCC

Hon’ble President of POSHCA, Dr. Surabhi Dhingra is the founder member of the Local Complaints Committee (LCC) of Gurugram, Haryana.

ADVISED BY

POSHCA is advised by Mr. Vikas Sinha who brings in his rich global experience of growing businesses & consulting  to further our growth trajectory.

 

Client Speak

“POSHCA has been associated with the DC Office ever since the Sexual Harassment of Women at Workplace Act, 2013 came into effect. It has been actively organising programs for the District and State Level.POSHCA helps us audit Annual Reports received from organisations. Dr. Surabhi Dhingra has been associated with the LCC and has been providing expert advice on the nuances of this noble Act. We wish them the best in their mission of making workplace free of sexual harassment.”

-Mr. Vinay Pratap Singh,IAS, Former Deputy Commissioner, Gurugram

 

“The ICC Training Module has been designed brilliantly, such that it effectively addresses all facets of the subject. To add to that, the learning was delivered exceptionally well by Mr. B.R. Sachdeva, a trainer who not only has in-depth knowledge of the subject but also brings in his immense experience to make the sessions both very interesting and very simple. The result being that, all the participants walked away professionally gratified from the training – Thank you!”   

Major Rajesh Chauhan, Regional Director Human Resources, SWA, InterContinental Group Of Hotels (IHG)

 

“The employee orientation session was very useful for the group. It was well presented with plenty of practical and specific examples presented in an accessible and engaging manner.”

– Malcolm Wrigley Country Manager, Engie Energy

 

“POSHCA has been associated with HCL Infosystems for close to two years in handling cases related for Prevention of Sexual Harassment at workplace. They bring in lots of insights related to laws pertaining to Sexual Harassment and experience sharing in handling POSH cases.  Special mention of Monalisa who represents Corporate Ethos in HCLI and adds immense value in handling cases related to POSH. Her workshop on “Women Safety” was very much appreciated and helped in creating awareness about the same among our employees. I sincerely thank the entire team of POSHCA on their good job and wish them success in their endeavours.”

 –Priyanka Priyadarshini, Head, Organization Development,HCL Infosystems Ltd.

 

“JLL being one of the most ethical companies in the world takes ethics related issues very seriously and uses its best endeavours to deep dive into every matter that is reported. This includes cases pertaining sexual harassment. As required by law, we have retained services of a registered non-government organisation by the name of POSHCA. I would like to state that the members of POSHCA are not only well trained to handle issues relating to sexual harassment but they also provide valuable guidance during the inquiry process. We at JLL are extremely grateful to POSHCA for being our partner in our Internal Complaints Committee.”

-Tushar Chawla,India General Counsel, Jones Lang LaSalle

 

“A very clear, concise and apt presentation. Dr. Dhingra in her articulate manner has put forward the rules, its impact, its area very clearly. For an organization dealing with the law it was important to have such immense clarity”

Ritu Y.K. Behl, Hon’ble District Judge (Family Court), Gurgaon

 

“The Awareness Session on prevention of sexual harassment in the workplace, was well designed & informative. Monalisa covered every aspect of the law . Throughout the session Monalisa was well connected with the mass.

Session was engaging and informative with insight on lot many real world cases which has helped us to understand the appropriate behaviour at workplace”.

-Bresmed Healthsolutions

 

“Thank you very much for giving me a chance to attend such an interactive gathering of concerned people who were keen to understand this very important law. I, for sure learnt a lot……. The whole programme was very informative and well conducted by you and your team. I could see it was well received and appreciated by all.”

Usha Chaujer Educator- Inclusive and Remediation Chairperson-Academics, AISCAP Moolchand Medicity, New Delhi

 

” Thanks Monalisa.You were dot on time, interacted with the audience on their own level, were very clear about the law, conveyed it very effectively with the audience.We, the whole team thank you for all the efforts.”

-Dr. Indu Rao,Associate Professor, Presiding Officer of ICC, Govt. College of Girls, Gurugram

 

 

 

 

 

Services

 service_graphic

External Member to Internal Complaints Committee

Section 4(2)(c) of the Sexual Harassment of Women at Workplace Act requires the presence of one outside/external member either from an NGO/Association committed to the cause of women or an individual who is familiar with the issues relating to sexual harassment in the Internal Complaints Committee(ICC).

The POSHCA team has been trained professionally by lawyers to steer ICC meetings so that complaints are handled following the Principles of Natural Justice. Many of the POSHCA members have been inducted as NGO members to the ICCs of several organizations.

POSHCA in partnership with Corporate Ethos, a firm of lawyers and HR professionals shoulders the responsibility of employers in ensuring compliance of the Act. The following services are provided in association with Corporate Ethos:

Advice and assistance in amending Corporate Policy and Service rules

It is mandatory to include relevant provisions of the Sexual Harassment of Women at Workplace Act in the Corporate policy so that the intent of the organization regarding Sexual Harassment is clear to all the employees. It ensures that everyone is aware of the rules and guidelines that will be followed in dealing with cases of Sexual Harassment. It pre-empts any misunderstanding between the employer and employee about the right to complain and redressal and the duty of the employer to provide awareness trainings and a redressal mechanism in the form of a Complaints Committee.

 Awareness/orientation session for Employees

It is the responsibility of all organizations to conduct training sessions to sensitize and create awareness among its employees about what amounts to Sexual Harassment as per the Act, the procedure of filing complaints and the how complaints will be redressed.

Preventing harassment in the workplace should be one of the most pressing compliance training initiatives for all organizations. Regular workplace harassment training educates employees and raises awareness about sexual harassment—one of the most common forms of employee misconduct—and helps build a workplace culture of respect and ethical behavior.

Legal training of members of Internal Complaints Committee

It is the responsibility of all organizations having 10 or more employees to form a redressal mechanism for any workplace sexual harassment complaints in the form of the Internal Complaints Committee (ICC). The ICC is a quasi-judicial body and is responsible for conducting a fair, prompt and impartial inquiry using the Laws of Natural Justice. It must be trained in both skill and capacity to carry out a fair and informed inquiry into a complaint of workplace sexual harassment.

Training of the ICC members thus becomes a crucial compliance requirement of the Sexual Harassment of Women at Workplace Act,2013. An absence of such training will lead to unequal and unfair results which can cost the employer, employee, complainant as well as respondent.

Train the Trainer program

Training program specifically designed for in-house trainers for conducting awareness programs relating to the Sexual Harassment of Women at Workplace Act. The workshop includes the following:

Awareness/orientation session on the Act

Handouts to help conduct awareness/orientation session

Practice opportunities for participants so as to have an experience of holding the training and responding to difficult queries

Resource

Events

Find here the calender of our upcoming events and archive of prior activities.

Blog

Read articles from our executive team and experts

Media

Media and event coverage

Gallery

Images from our past activities and media coverage.

Videos

Find Here Our Explanatory Videos

Contact

Interested in learning more? Contact us.

Fill in the form below or email me at monalisa.mahanta@poshca.in  Or Call/Text at 91 8527927105