The irrelevance of character testimonies in sexual harassment cases
Character evidence (“he’s a family man”/”she’s provocative”) is inadmissible in PoSH inquiries, which focus solely on incident-specific facts.
Disciplinary issue in a PoSH case: Role of the IC
IC recommends disciplinary action proportionate to harassment severity. Final implementation rests with the employer, but non-compliance risks legal challenge.
Beyond compliance: Strategic policy to boost workplace safety
Strategic policies include trauma reporting protocols, bystander empowerment modules, restorative justice options & climate surveys – moving beyond basic compliance.
Creating effective anti-sexual harassment training for tier II cities
Tier II training must: use local languages, address regional power structures, involve community leaders & include practical reporting demonstrations.
Proposed amendment to the PoSH Act 2013
Key proposals: Mandate external IC members, include transgender protections, penalise non-reporting employers & cover gig/unorganised sectors explicitly.
Are companies responsible for contract/domestic workers under the PoSH Act?
Yes, employers are liable for harassment against contract/domestic workers at their premises or during work-related activities under PoSH.
