
Serein Legal Team
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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
Metrics hold firms accountable, turning diversity pledges into measurable progress.
Conciliation is voluntary resolution without inquiry - only for mild cases, excluding monetary settlements. No apology coercion; complainant may withdraw anytime.
Employers must implement IC recommendations within 60 days. Non-compliance invites penalties up to ₹50,000 under Section 26 of the PoSH Act.
Part I explores foundational PoSH Act provisions: employer liabilities, IC constitution & civil-criminal law intersections shaping workplace harassment jurisprudence.
Indian employers must ensure disability-inclusive PoSH mechanisms: accessible reporting, sensory-friendly inquiries & awareness programmes accommodating neurodiverse employees.
The 2019 Act mandates non-discriminatory workplaces, requiring PoSH policies to explicitly protect transgender employees from harassment and ensure equal grievance redressal.
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.