The Transgender Persons Act in the Indian workplace
The 2019 Act mandates non-discriminatory workplaces, requiring PoSH policies to explicitly protect transgender employees from harassment and ensure equal grievance redressal.
Rights of a respondent: PoSH inquiry
Respondents enjoy rights: receive complaint copy, adequate response time, impartial hearing, representation & appeal. Natural justice principles apply throughout proceedings.
Understanding the role of consent: PoSH inquiry
Consent in PoSH hinges on clear, voluntary agreement – absence of “no” doesn’t mean “yes”. Context, power dynamics & behavioural patterns critically inform assessments.
Sharing of evidence: PoSH inquiry
Both parties must receive equal access to evidence during inquiry, with 10 working days to respond per Rule 7(5) of PoSH Rules 2013.
Internal Committee probe: Maharashtra PoSH compliance 2022
Maharashtra’s 2022 audit revealed 60% non-compliance in IC formation. Mandatory district-level reporting now enforced with ₹50,000 penalties for violations.
What is a zero FIR?
A zero FIR allows sexual harassment victims to file complaints at any police station, regardless of jurisdiction, ensuring immediate evidence preservation.
