What is ‘extended workplace’ under the PoSH Act? – Part I
‘Extended workplace’ covers work-related travel, events, transport, client sites & digital spaces – anywhere employment relationships or activities occur.
Understanding the role of consent: PoSH inquiry
Consent in PoSH: Focus on complainant’s expressed unwillingness, not implied permission. Past relationships or silence don’t equal ongoing consent.
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.
