Best Prevention of Sexual Harassment (POSH) Lawyers

More than 27000 transgender people participated in a poll in 2015, and the results showed that at least 77% of them actively avoided workplace discrimination. This includes keeping their gender identities a secret, declining to request the use of their preferred pronouns by their employers and coworkers, and postponing gender transition. Transgender individuals might not be fully present at work. Because they are more likely than cisgender employees to have an uneven working environment, they could feel uneasy or alienated. Companies should begin implementing nondiscriminatory rules and procedures that are gender-specific. This entails regardless of their gender identities, defending and advancing the rights of every employee Increasing employee awareness of and acceptance of their transgender coworkers. To some extent, everyone needs to feel like they belong. It's common for us to evaluate our relationships subconsciously. We experience poor levels of self-esteem and unfavorable

The #MeToo movement, which gained momentum in recent years, has become a powerful force for change, igniting conversations globally about workplace harassment. This movement has brought to the forefront the prevalence of harassment, empowered survivors to share their experiences, and prompted organizations to reevaluate and strengthen their approach to addressing workplace misconduct. This article explores the impact of the #MeToo movement on reporting mechanisms, organizational culture, and the implementation of policies under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act). 1. Amplified Reporting Mechanisms: The #MeToo movement has had a profound impact on reporting mechanisms within organizations. Survivors of harassment have found a collective voice on social media platforms, leading to increased awareness about the importance of reporting incidents. Organizations are responding by enhancing their reporting systems, provi

The advent of remote work, accelerated by global events, has transformed the traditional office landscape, bringing about unprecedented challenges and opportunities. As organizations navigate the digital realm, issues related to digital harassment have gained prominence, prompting a closer examination of how the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) is applied in virtual workspaces. This article explores the trends in addressing online harassment, the challenges faced, and the evolving landscape of workplace regulations in the digital era. The Digital Workspace Landscape: The shift to remote work has redefined the workplace, allowing for flexibility and accessibility but also presenting unique challenges. Virtual interactions, often conducted through various digital platforms, have become the new norm. However, this transition has brought to light the prevalence of digital harassment, encompassing a range of behaviors fro

The Protection of Women from Sexual Harassment (POSH) Act, 2013 , primarily aims to prevent and redress sexual harassment of women at the workplace. While the Act is designed to protect the rights and dignity of women who are victims of sexual harassment, it also includes provisions to ensure that the accused individuals are treated fairly and have their rights upheld. Here are some key rights of the accused under the POSH Act: Right to a Fair and Impartial Inquiry:  The accused has the right to a fair and impartial inquiry into the allegations of sexual harassment. The Internal Complaints Committee (ICC) or the Local Complaints Committee (LCC), responsible for conducting the inquiry, must ensure that the process is unbiased and follows the principles of natural justice. Right to Be Informed:  The accused has the right to be informed of the allegations made against them. They should receive a written complaint or notice detailing the charges and any evidence provided by the complainant

Educational institutions are meant to be sanctuaries of knowledge and personal growth, where students and staff should feel safe and respected. However, sexual harassment remains a pervasive issue in these environments. Recognizing this problem, the Central Board of Secondary Education (CBSE) and the University Grants Commission (UGC) have implemented guidelines to address sexual harassment and create safer spaces within educational institutions. This article examines the legal framework and initiatives in place to combat sexual harassment within CBSE-affiliated schools and UGC-approved colleges and universities. The Legal Landscape 1. Vishaka Guidelines: In 1997, the Supreme Court of India issued the Vishaka Guidelines, which established the framework for addressing sexual harassment in workplaces, including educational institutions. These guidelines emphasized the need for a safe and secure environment for all. 2. Sexual Harassment of Women at Workplace (Prevention, Prohibition

Five common myths related to the Protection of Women from Sexual Harassment (POSH) Act of 2013, along with their accurate answers: Myth 1: The POSH Act applies only to women. Answer: The POSH Act is named primarily to emphasize its focus on protecting women from sexual harassment, but it is not limited to women alone. The Act also covers individuals of any gender who may experience sexual harassment in the workplace. Both men and women are protected under the Act, and anyone can file a complaint if they are subjected to sexual harassment. Myth 2: The POSH Act is only applicable to formal office settings. Answer: The POSH Act is not limited to formal office environments. It applies to all workplaces, including offices, factories, shops, educational institutions, NGOs, and any other place where a person may be employed. It also covers employees, interns, and even visitors or third parties who may be subjected to sexual harassment in the workplace. Myth 3: Only physical harassment cons

The Prevention of Sexual Harassmen t (POSH) Act 2013 in India and the sexual harassment laws in the United Arab Emirates (UAE) serve similar purposes in addressing and preventing sexual harassment in the workplace. However, there are notable differences in their legal frameworks and application due to the distinct cultural, legal, and regulatory contexts of the two countries. Here's a comparative overview: Prevention of Sexual Harassment (POSH) Act 2013 (India): 1. Scope and Applicability: • The POSH Act applies specifically to workplaces in India, including both public and private sectors, covering employees, interns, and volunteers. • It defines sexual harassment and mandates the establishment of Internal Complaints Committees (ICCs) in organizations to address complaints. 2. Offenses and Definitions: • The Act defines sexual harassment in a comprehensive manner, encompassing various forms of unwelcome behavior, advances, or requests of a sexual nature. • The focus is

What is POSH Training? In 2013, Government of India enacted the  Sexual Harassment of Women at Workplace  (Prevention, Prohibition and Redressal) Act, 2013, also called as the POSH Act. The Act holds an organization and the employer responsible for taking measures to prevent incidents of sexual harassment at workplace. The Act also lays down several measures for organizations to be compliant to the Act.  One of them is spreading POSH awareness to all the employees in the organization about their roles and responsibilities through training program and similar initiatives. It is advisable to conduct such trainings at least twice in a year. Why POSH Training? Firstly, it is legally mandatory to conduct POSH training. The organization can attract heavy penalties like a fine of INR 50000 for first time offence and cancellation of business license for repeated offence if the law is not followed. In addition, just having a law does not help. Many a times, women question whether a particular b