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.
- Anti Harassment
Prevailing harassment in sports highlights the urgent need for accountability, empathy and safe environments where athletes and staff feel respected and valued.
- Anti Harassment
Several companies across the globe have anti-harassment hotlines. But how are effective are they in building safe workplaces and deterring misconduct?
- Anti Harassment
Constantly adjusting language and behaviour to fit in at work is exhausting, creating extra emotional labour for marginalised employees.
- People and Culture
Silence around domestic violence hurts workplaces too. Recognise signs, offer safe support systems & flexible policies to help survivors heal & retain employment.
- Domestic Violence
Addressing PoSH complaints against senior leaders demands strict adherence to process, impartiality, confidentiality & ensuring no victimisation occurs.
- PoSH
Section 23 requires independent review and open reporting. Meeting its standards ensures accountability and deters discrimination at all levels.
- Anti Harassment
Employers have a duty under PoSH to prevent & address sexual harassment by clients, vendors or visitors, ensuring a safe environment for all.
- PoSH
Indian law mandates employers foster safe, respectful workplaces free from sexual harassment, requiring proactive policies, training & effective redressal.
- PoSH
Consent in PoSH: Focus on complainant's expressed unwillingness, not implied permission. Past relationships or silence don't equal ongoing consent.
- PoSH
Character evidence ("he's a family man"/"she's provocative") is inadmissible in PoSH inquiries, which focus solely on incident-specific facts.
- PoSH
IC recommends disciplinary action proportionate to harassment severity. Final implementation rests with the employer, but non-compliance risks legal challenge.
- PoSH
Strategic policies include trauma reporting protocols, bystander empowerment modules, restorative justice options & climate surveys - moving beyond basic compliance.
- PoSH
Tier II training must: use local languages, address regional power structures, involve community leaders & include practical reporting demonstrations.
- PoSH
Key proposals: Mandate external IC members, include transgender protections, penalise non-reporting employers & cover gig/unorganised sectors explicitly.
- PoSH
Silence around domestic violence hurts workplaces too. Recognise signs, offer safe support systems & flexible policies to help survivors heal & retain employment.
- Domestic Violence
India's Domestic Violence Act protects both parties in live-in relationships. Understanding this legal recognition is crucial for safety & seeking rightful recourse.
- Domestic Violence
Cinema often sensationalises domestic violence. Responsible storytelling should highlight realities, survivor strength & pathways to support, not perpetuate myths.
- Domestic Violence
Gaslighting is psychological abuse making victims doubt their reality. Recognise manipulation tactics, trust your instincts & seek support to break free from this.
- Domestic Violence
Women have the right to protection orders, residence, monetary relief & legal aid under India's Domestic Violence Act. Knowing these enables survivors to be safe.
- Domestic Violence
Consent & boundaries are key. Domestic violence shatters both. Rebuilding starts with respecting autonomy & recognising coercive control as a violation of rights.
- Domestic Violence
