Fostering a culture of respect
Prevention requires: Leadership modelling respect, clear boundary norms, regular policy refreshers & rewarding ethical behaviour – not just punitive measures.
Fostering a culture of respect Read More »
PoSH
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.
Are companies responsible for contract/domestic workers under the PoSH Act? Read More »
How to file a PoSH complaint in the absence of evidence
File even without evidence: ICs assess credibility, patterns & circumstantial indicators. Your testimony alone initiates due process under the Act.
How to file a PoSH complaint in the absence of evidence Read More »
Evidence under the PoSH Act
Evidence includes: Emails/texts, medical reports, witness accounts, CCTV & complainant’s testimony. ICs evaluate balance of probabilities, not beyond doubt.
Evidence under the PoSH Act Read More »
Approaching evidence in a PoSH inquiry
ICs collect evidence impartially: allowing cross-examination, considering circumstantial proof & assessing credibility without prejudice to either party.
Approaching evidence in a PoSH inquiry Read More »
Preventing bias and conflict of interest of the Internal Committee: Part 2
Part 2: Practical safeguards – rotation systems, transparency declarations, external member oversight & complainant’s right to object to biased IC members.
Preventing bias and conflict of interest of the Internal Committee: Part 2 Read More »