Understanding what amounts to the act of “sexual harassment”
PoSH defines it: Unwelcome physical/verbal/visual conduct of sexual nature creating hostile work environment or linked to employment decisions.
Are IC meetings mandatory?
Yes, Rule 14(1) mandates ICs meet quarterly to review complaints, policy effectiveness & training needs – non-compliance risks penalties.
Understanding bias: PoSH inquiry
ICs must recognise confirmation, gender & hierarchy biases. Counter via external members, evidence-first approaches & continual bias training.
Upholding IC Powers: The Kerala High Court on Interim Transfers under the PoSH Act
Landmark 2021 ruling: Employers liable for third-party harassment if negligent in prevention, expanding PoSH’s protective scope.
Understanding the PoSH inquiry process
The process includes: receiving the complaint, assessing prima facie merit, collecting evidence, holding hearings, making findings, and monitoring implementation.
Gender neutrality in prevention of sexual harassment law
While PoSH protects all genders, legal gaps remain for male/non-binary victims – progressive employers extend policy protections universally.
