Introduction
The Prevention of Sexual Harassment (POSH) Act, 2013, was enacted to ensure a safe and respectful work environment for all employees. Every organization must create awareness and implement policies to prevent and address sexual harassment at the workplace.
What is Sexual Harassment?
Sexual harassment includes unwelcome behavior that creates a hostile or intimidating work environment. It can be:
- Verbal: Comments on appearance, sexually suggestive remarks, or offensive jokes.
- Non-Verbal: Staring, leering, or inappropriate gestures.
- Physical: Unwanted touching, assault, or any form of physical advances.
- Visual or Digital: Sharing inappropriate images, messages, or videos.
Key Features of the POSH Act, 2013
- Coverage: Applies to all employees, including full-time, part-time, interns, and contractual staff.
- Internal Complaints Committee (ICC): Every organization with 10 or more employees must set up an ICC to handle complaints.
- Confidentiality: Identities of the complainant, respondent, and witnesses must be kept confidential.
- Timely Redressal: Complaints must be addressed within 90 days.
- Legal Consequences: Failure to comply may result in penalties, cancellation of business licenses, or legal action.
Responsibilities of Employers
- Implement a POSH policy and ensure employees are aware of it.
- Conduct regular awareness training for all employees.
- Form an Internal Complaints Committee (ICC) to handle grievances.
- Provide a safe and inclusive workplace for all employees.
- Take strict action against offenders to prevent further incidents.
Role of Employees in Workplace Safety
- Respect colleagues and maintain professionalism.
- Report incidents of harassment to the ICC or HR department.
- Be an ally – support victims and encourage a safe workplace culture.
- Participate in POSH training to stay informed about rights and responsibilities.
How to File a POSH Complaint?
- Submit a written complaint to the ICC within three months of the incident.
- Investigation process: The ICC will hear both parties and gather evidence.
- Resolution & Action: ICC will recommend disciplinary action or legal proceedings if necessary.
- Appeal option: If unsatisfied with the decision, the complainant can appeal to higher authorities.
Conclusion
POSH awareness is essential for creating a respectful and harassment-free workplace. Every employee has a role in upholding workplace safety and ensuring compliance with the POSH Act. Awareness, education, and strict enforcement of policies help build a culture of respect and dignity at work.
