Tier II challenges: Limited legal awareness, stigmas against reporting, employer reluctance. Solutions include local helplines & simplified vernacular resources.
- PoSH
Tailored flexibility boosts retention and productivity better than one size fits all rules.
- Anti HarassmentPeople and Culture
Mandatory report to district officer: Details complaints received, actions taken, training conducted & IC composition. Non-filing attracts fines up to ₹50,000.
- PoSH
Prevention requires: Leadership modelling respect, clear boundary norms, regular policy refreshers & rewarding ethical behaviour - not just punitive measures.
- PoSH
Yes, employers are liable for harassment against contract/domestic workers at their premises or during work-related activities under PoSH.
- PoSH
File even without evidence: ICs assess credibility, patterns & circumstantial indicators. Your testimony alone initiates due process under the Act.
- PoSH
Evidence includes: Emails/texts, medical reports, witness accounts, CCTV & complainant's testimony. ICs evaluate balance of probabilities, not beyond doubt.
- PoSH
ICs collect evidence impartially: allowing cross-examination, considering circumstantial proof & assessing credibility without prejudice to either party.
- PoSH
Imposter syndrome feels like a monster. Shine a narrative light: reframe self-doubt as proof of growth. Share stories & normalize the feeling to diminish its power.
- Personal Wellbeing
