If found prima facie credible, ICs assess plausibility, patterns, and circumstantial indicators, testimony alone can be sufficient under PoSH guidelines.

Model respect, interrupt microaggressions, enforce boundaries, promote reporting without fear & complete mandatory PoSH training annually.

Employers must deduct from wages/sureties per Section 21(3). Non-payment within 60 days attracts penalties under Section 26.

PoSH applies equally - no exceptions. Protect complainants, follow due process. High performers should exemplify organisational values.

Yes, retaliation violates Section 14. IC can recommend disciplinary action, including termination, for victimisation post-complaint.

“In absence of female staff, organisations designate external experts or senior leaders to PoSH Internal Committees, ensuring compliance and a safe workplace.”