
Serein Legal Team
Â
- Â
2 min read
What we see online often plays a key role in breaking the mould of stereotypes. TV Shows have pushed forth in this domain, be it through the Chess masterpiece in the Queen’s Gambit or the Urdu dramedy in Chudails.
Explore why political parties must be brought under the purview of the POSH Act to ensure workplace safety for women and uphold democratic accountability and values.
Prevailing harassment in sports highlights the urgent need for accountability, empathy and safe environments where athletes and staff feel respected and valued.
Several companies across the globe have anti-harassment hotlines. But how are effective are they in building safe workplaces and deterring misconduct?
- All
- PoSH
- Anti-harassment and safety
- Global compliance laws
- Domestic violence
Japan’s 2019 law on workplace harassment curbs pawa-hara. Employers must set policies, raise awareness and create safe reporting channels for staff.
Character evidence ("he's a family man"/"she's provocative") is inadmissible in PoSH inquiries, which focus solely on incident-specific facts.
Leadership must prioritise cybersecurity training and protocols to prevent breaches.
IC recommends disciplinary action proportionate to harassment severity. Final implementation rests with the employer, but non-compliance risks legal challenge.
Strategic policies include trauma reporting protocols, bystander empowerment modules, restorative justice options & climate surveys - moving beyond basic compliance.
Tier II training must: use local languages, address regional power structures, involve community leaders & include practical reporting demonstrations.
Domestic violence isn't random anger; it's a calculated cycle of tension, abuse, reconciliation & calm, reinforcing the abuser's power & control over the victim
Evidence in domestic violence cases includes medical reports, photos, threatening messages/emails, witness statements, police records & personal diaries.