In the present scenario, organizations are gradually implementing POSH policies to maintain a safe, supportive, and respectful working environment.
A POSH policy essentially details the commitment of an organization toward preventing sexual harassment in the workplace. Credible Corporate Services provides businesses with expert guidance and services in keeping with the provisions of the Protection of Women from Sexual Harassment (POSH) Act, 2013, as well as drafting all-inclusive policies that would guarantee a harassment-free workplace.
A POSH policy is a key document that should be set in every organization setting to define and declare the attitude of an organization on sexual harassment, how sexual harassment cases ought to be reported, and even the process or procedure of scrutinizing the claims. The procedure helps the workers understand how sexual harassment is being reported and hence, from raising the complaint through to the eventual disciplinary measures to be meted in case the claim occurs.
Compliance with POSH promotes respect, safety, and equality at the workplace, protecting employees from sexual harassment, and thus supporting a healthy and productive working environment.
POSH compliance benefits your organization by:
Facilitating a safe working environment in which to work without fear.
Safeguarding the business against legal liabilities due to lack of compliance.
Bring about an inclusive and respectful culture to uplift the morale and productivity of employees.
Do you know?
72% of employees feel at ease at work if they feel that the organization has a POSH policy? It builds trust and respect in the workplace!
The POSH Act 2013 mandates that all organizations with more than 10 employees establish an Internal Complaints Committee (ICC). This committee is responsible for receiving complaints of harassment, investigating allegations, and ensuring protection for the victims against any form of retaliation. Below is an overview of the key requirements outlined in the POSH Act:
The POSH Act requires companies to establish an ICC, which will oversee investigations of complaints regarding sexual harassment. The committee needs to be gender-sensitive; at least 50% of its members should be female.
Organizations must orient employees regarding the nature of sexual harassment, its prevention, and mechanisms for filing complaints.
There must be an easy and confidential process by which the employees can report incidents of harassment.
After receiving the complaint, the ICC investigates the matter and recommends disciplinary action against the accused if the latter is found guilty.
Did you Know?
56% of employees feel safer at work when their employer provides annual POSH training? It's all about fostering awareness!
The Internal Complaints Committee (ICC) is the central organization within an organization to handle complaints relating to sexual harassment. Some of its roles include:
Receiving and resolving complaints of sexual harassment
Take corrective measures if any form of harassment is established
Conducting investigations that will be undeniably fair and impartial.
Rendering psychosocial support and counseling to victims as may be necessary.
The ICC must have a presiding officer (a senior female employee), and at least 50% female members, and it should comprise people with a valid understanding of gender sensitivity.
Any individual who has faced sexual harassment at the workplace can file a complaint under the POSH Act. The complaint procedure usually involves the following procedures:
Step 1 - Filing a Report:
A formal or informal complaint must be reported to the ICC.
Step 2 - Investigating:
The ICC investigates a complaint, calls witnesses, and gathers evidence to support the issue
Step 3 - Action Plan:
If harassment is proven true, the ICC reports appropriate actions; for example, counseling, written warnings, and termination depending on the level of harassment.
Did you Know?
70% of the employees in compliant organizations feel better about reporting incidents of harassment? Achieving that culture is what marks success!
POSH regulations require compliance from organizations so they need to maintain documents of legal purpose. These may include:
Complaints through written documents made by the complainant.
Evidence supporting the written complaint, emails, text messages, or records.
Statements of witnesses and witnesses involved.
Final reports are prepared by the ICC after the investigation is completed.
These documents are necessary to ensure that the investigation is transparent, fair, and in line with legal obligations.
Credible Corporate Services offers a comprehensive range of services to ensure your organization stays compliant with POSH regulations. Our services include:
We will work with your organization to develop a clear and effective POSH policy that is aligned with the POSH Act and reflects the values of your company.
We will help you set up the ICC so that it is constituted of qualified and gender-sensitive members.
We conduct workshops and training sessions for your employees on sexual harassment, impacts, and procedures followed in complaint filing.
We maintain all the relevant documents from complaints to investigation reports with proper compliance and transparency.
Credible Corporate Services offers you high-quality legal counseling on POSH compliance and even deals with your sexual harassment-related issues so that your organization doesn't suffer under any such harassment.
Only 89% of organizations experience better employee retention once there is a policy of POSH in place; a safe working environment is also a significant cause for retaining talent.
At Credible Corporate Services, we have dedicated teams of experts in law and compliance professionals, who will work with you in developing and implementing effective POSH policies. We will make your organization completely POSH Act-compliant, hence ensuring a safe, secure, and productive working environment for the employees in the organization.
Here’s why you should choose us:
The team is equipped with knowledge regarding POSH rules and regulations to ensure that the organization remains current with changes in the law.
We recognize that every organization is unique and will provide tailored compliance strategies according to your requirements.
We take the hassle out of POSH compliance to ensure that your business meets all legal requirements to avoid penalties and fines.
We work with you to not only comply with the law but also create a culture of respect and inclusivity in your organization.
Our services include continuous monitoring and training to keep your organization compliant and promote a harassment-free workplace.
An organization with transparent POSH policies has a 50% less chance of legal disputes concerning sexual harassment allegations! Stay ahead with proper compliance. We work with you to not only comply with the law but also create a culture of respect and inclusivity in your organization.
This not only acts as a legal necessity but also as a moral obligation from an organization's end to implement POSH compliance in their working units. This will not only help safeguard the employees but also build up a positive, respectful, and inclusive corporate culture in your workplace.
A credible Corporate service provides end-to-end POSH compliance support which is policy development, training, ICC setup, and legal consultation to develop a safe, respectful, and compliant work environment.