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"People talk to me all the time about sexual harassment. This sort of behavior did not only happen in the past. And it's not in just the working class. It's in every industry. It's in the military. It's in politics. It's everywhere."
―
WHAT IS POSH ACT 2013?
A CENTRAL ACT FOR SAFEGUARDING WOMEN & STUDENTS OF ALL GENDER FROM SEXUAL HARASSMENT!
To prevent women employees from Workplace Sexual Harassment, the Government of India has notified the Sexual Harassment of Women at Work Place (Prevention, Prohibition and Redressal) Act of 2013, which is popularly abbreviated as the POSH Act, 2013.
UGC (University Grants Commission) and AICTE issued Guidelines in 2015 and 2016, respectively to make this Act, all encompassing to ensure students of all genders, studying in Higher Educational Institutions are also 'protected' under this Act.
IN OUR SOCIETY...
"POWER IS OFTEN, ABUSED".
One may think that POSH Act 2013 was enforced post the unfortunate Nirbhaya Rape case (2012), but the fact is that POSH Act 2013 was a reinforcement of India's commitment post ratification of the United Nations Convention on the Elimination of All Forms of Discrimination Against Women, that India ratified in 1993.
Book an awareness workshop: Call +91-9958980909 or email [email protected]
IT IS MANDATORY FOR EVERY ESTABLISHMENT IN INDIA WITH OVER 10 EMPLOYEES TO...
UNDERTAKE THE FOLLOWING COMPLIANCES:
- To have an Anti-Sexual Harassment Policy in place.
- To conduct regular Awareness sessions for their employees as well as Training sessions for their Internal Committee Members and Leadership.
- To constitute an Internal Committee (IC) in each of their Units/Branches having more than 10 employees, to look into the complaints filed under POSH Act. Such ICs are required to have ONE neutral/external member on Board, with no other conflict-of-interest with the Company/Organisation. Higher Educational Institutions (HEI) also have to abide by this, with certain changes in nomenclature and constitution of committees.
- According to Section 21 of the POSH Act, the Internal Committee (IC) of every company or firm is duty-bound to prepare an annual report every year and submit it to the employer as well as the District Officer of the area. All Indian employers are thus, mandated to file an Annual Compliance Report (ACR) every year as per the law. The rules for the Annual Compliance Report follows the calendar year and the ideal time to submit it is January. HEIs have to submit these reports to UGC and/or AICTE.
- ACRs ensure that there are reliable statistics for analysing the extent to which employers comply with POSH Act and the number of complaints raised and redressed.
- Rule 14 of the POSH Act further chalks out the details to be included in the ACR formulated by the IC, which are as follows:
- Number of Sexual Harassment complaints received within the last Calendar Year.
- Number of Sexual Harassment complaints disposed within the last Calendar Year.
- Number of Cases pending for more than 90 days.
- Number of Workshops or Awareness Programmes on Sexual Harassment/POSH Act that were facilitated in a calendar year.
- It should include the nature of action taken by Employer or District Officer.
AWARENESS WORKSHOPS ON POSH ACT, 2013. WHY?
THERE ARE MULTIPLE BENEFITS, LIKE:
- To make an Institution/Company POSH-Compliant: It has been made mandatory so that every employee and employer know what comes under workplace sexual harassment, the process of filing the complaint against it, the procedure of redressal of the issue and the consequences and penalties for non-compliance. NOT being POSH Compliant is a punishable offence with a penalty of Rs.50,000/- for a first-time offender (Company), double the penalty for a second offence and cancellation of registration for being a multiple offender. For a non-compliant HEI (Higher Educational Institution), their recognition under UGC/AICTE will be under threat.
ALSO...
A clear understanding of sexual harassment and POSH Act, 2013, ensures that:
- A safe working environment is created for women and students of all gender at their Educational Campus
- Everyone gets clarity on the kind of behavior that falls under sexual harassment vis-a-vis harassment.
- Everyone understands not only the repercussions of committing an act of Sexual Harassment, but also the repercussions of filing fraudulent complaints or breach of confidentiality.
THESE WORKSHOPS SERVE BOTH MEN AND WOMEN, BOYS AND GIRLS :)
WONDERING HOW?
- Today, many employees, especially women, do not feel secure. If ASH policy is in place and employers conduct regular POSH Act based Awareness trainings wherein the challenges of sexual harassment are openly discussed, it makes the employees feel safe.
- Most male employees are also scared of someone filing a malicious complaint, and the training gives female employees a clear understanding of the consequences of filing a false complaint.
EDUCATE.ENLIGHTEN.EMPOWER
BENEFITS OF UNDERSTANDING THE WAY THE LAW WORKS:
The employees (and students) will get to understand the Internal (Complaint) Committee's functioning and Complaint Redressal Mechanism.
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- The training educates employees/students on how to proceed if sexual harassment occurs at the workplace/campus.
- The POSH Act related awareness workshop also educates everyone on the importance of maintaining confidentiality.
- As the POSH Act mentions the timeline of complaints and subsequent procedures, employees/students are made aware on how and know when to file complaints and when to expect the resolution.
MEET YOUR WORKSHOP LEADER!
With around 20 years of experience in the fields of Legal Awareness, Waste Management, Environment Conservation and Animal Welfare, these awareness workshops are conducted by Vasudha Mehta, who is a multi-passionate award-winning entrepreneur, an enthusiastic-inspiring Communicator, Educator & Coach.
She is a certified POSH Act Master trainer, as well as a ToT (Teacher of Trainers) Fellow with Centre for Studies on Sexuality and Gender Studies with Ashoka University.
She is a recipient of Gold Medal from the University of Delhi (2002) and multiple academic scholarships.
Vodafone felicitated her as one amongst 50 Bold, Brilliant and Brave Women of India in 2017.
She has been featured extensively in the Indian Media, like Entrepreneur India, Zee News, Green TV, Financial Express, Your Story, The Better India etc.
"Awareness on these subjects is a pre-requisite, because such incidents are rampant and victims are often, suppressed into silence."
- Prof Rachna Garg, Director, Equal Opportunity Cell-Delhi Technological University
"The awareness workshop was conducted with such empathy and simplicity. This was one of our best-attended workshops!"
- Dr. Geeta Singh, Assistant Director, Equal Opportunity Cell, Delhi Technological University.
"Talking openly about taboo things requires a lot of courage, hence the overall agenda of this event was quite eye-opening ."
- Student at Delhi Technological University
"The content and way of explanation with practical examples helped a lot to understand the nuances of this sensitive topic. Taught me to remain alert at public places or crowd and made me aware regarding SHEBOX plus ICC regarding which I had no idea earlier."
- Student at Delhi Technological University
"Highly-educated speaker helped encourage our students today to speak against injustice and act boldly. I have a suggestion that such workshops should also include imparting knowledge of self-defense and its importance to students."
- Dr. Amarpreet Kaur, Faculty, SGTB Khalsa College.
BOOK AN AWARENESS WORKSHOP
POSH Act, 2013
These innovatively delivered awareness workshops aim to sensitise the audience on all aspects of the POSH Act, in a simplified manner, besides inculcating gender sensitivity and respect for each other.
PRICE PER WORKSHOP*
Rs. 5000 + 18% GST
*MAX OF 100 PARTICIPANTS
CALL +91-9958980909 or E-mail: [email protected]VASUDHA MEHTA
With her experience and competence, is also CERTIFIED and COMPETENT to serve on-board as an EXTERNAL MEMBER of your Company/HEI's Internal Committee (IC)/Internal Complaints Committee (ICC).
Awareness
leads to EMPOWERMENT!
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