PoSH

Section 14 penalises malicious complaints (not unproven ones). Proving intent to harm is essential - mere lack of evidence doesn't imply falsity.

PoSH defines it: Unwelcome physical/verbal/visual conduct of sexual nature creating hostile work environment or linked to employment decisions.

Yes, Rule 14(1) mandates ICs meet quarterly to review complaints, policy effectiveness & training needs - non-compliance risks penalties.

ICs must recognise confirmation, gender & hierarchy biases. Counter via external members, evidence-first approaches & continual bias training.

Landmark 2021 ruling: Employers liable for third-party harassment if negligent in prevention, expanding PoSH's protective scope.

The process includes: receiving the complaint, assessing prima facie merit, collecting evidence, holding hearings, making findings, and monitoring implementation.