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.
What can the HR do if they receive a complaint of sexual harassment?
HR must: Immediately document details, protect complainant from retaliation, preserve evidence & refer to IC within 24 hours – never mediate informally.
Bridging the gap: Empowering communities through language-centric training initiatives
Local-language PoSH training breaks barriers: using regional idioms, case studies & multilingual materials ensures accessibility in diverse workplaces.
Safety at the workplace through the lens of tier II cities
Tier II challenges: Limited legal awareness, stigmas against reporting, employer reluctance. Solutions include local helplines & simplified vernacular resources.
Filing an annual report under the PoSH Act 2013
Mandatory report to district officer: Details complaints received, actions taken, training conducted & IC composition. Non-filing attracts fines up to ₹50,000.
Fostering a culture of respect
Prevention requires: Leadership modelling respect, clear boundary norms, regular policy refreshers & rewarding ethical behaviour – not just punitive measures.
