If unwelcome, sexual in nature or creating intimidation - yes. Context matters; persistent messaging despite disinterest clearly violates PoSH.

Choose legally trained external members with gender expertise, no organisational ties & commitment to trauma-informed inquiry procedures.

Any employee (contract/trainee/intern) experiencing harassment - including witnesses suffering retaliation for supporting complaints.

This for that harassment: Employment benefits/detriments explicitly/implicitly tied to sexual favours - among PoSH's most severe forms.

Statutory body under Section 4: Minimum 4 members (50% women, external chair), tasked with impartial inquiry & policy recommendations.

2013 law mandating safe workplaces via ICs, training & redressal. Covers physical/virtual spaces, all genders (though women-centric in wording).