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POSH Act in India: Rights, Responsibilities, and Reporting

The POSH (Prevention of Sexual Harassment) Act, 2013 was created to safeguard workers' rights to safety and <br>dignity while shielding them from harassment at work, especially women. It gives workers the freedom to report <br>sexual harassment without worrying about reprisals, acknowledging that it can manifest in a variety of ways, such<br>as verbal abuse, physical advances, and nonverbal intimidation. The Act protects the privacy and dignity of the<br>complainant by guaranteeing that all complaints are handled in strict confidence.

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POSH Act in India: Rights, Responsibilities, and Reporting

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  1. POSH ACT IN INDIA: RIGHTS, RESPONSIBILITIES, AND REPORTING

  2. RIGHTS The POSH Act, 2013 ensures a safe, respectful, and harassment-free workplace for employees, especially women. It grants them the right to report any form of sexual harassment, including physical, verbal, or non-verbal misconduct.

  3. 01 02 03 04 Employees should feel empowered to speak up without fear of retaliation. 01 A workplace built on respect, inclusion, and equality promotes trust. 02 05 Organizations must take proactive measures to ensure employee safety. 03 Encouraging open dialogue strengthens a company’s ethical foundation. 04 RIGHTS

  4. RESPONSIBILITIES Next slide

  5. Employers play a critical role in preventing and addressing harassment. • Organizations with 10+ employees must establish an Internal Complaints Committee (ICC) to handle complaints fairly. • Conducting regular POSH training and awareness programs is essential for educating employees about their rights and responsibilities. • Displaying POSH compliance details at visible workplace locations is mandatory to ensure awareness. • Every complaint should be investigated promptly and impartially, reinforcing a fair and just process. • Strict action must be taken against offenders to uphold a zero-tolerance approach toward harassment. • A positive workplace culture enhances safety, morale, and productivity. Planning Management Strategizing Goals

  6. REPORTING Next slide

  7. Despite legal protections, many cases go unreported due to fear of retaliation, societal pressure, and lack of awareness. Organizations must create a safe and transparent reporting process where employees trust the system and feel comfortable filing complaints. The Internal Complaints Committee (ICC) ensures that complaints are handled fairly, providing employees with a reliable grievance mechanism. Organizations should implement anonymous reporting options to encourage more employees to come forward without fear. Leadership involvement in POSH compliance is crucial in building a strong culture of safety and accountability. A well-implemented POSH policy fosters greater workplace inclusion and trust, creating a more respectful and secure environment for all employees

  8. SPHERULE FOUNDATION’SROLE

  9. Spherule Foundation helps organizations implement POSH Act compliance through structured training programs, workshops, and awareness sessions. They assist in forming ICCs, developing policies, and fostering a harassment-free workplace. By partnering with organizations, they empower employees to create a safe, inclusive, and respectful professional environment. c

  10. THANK YOU

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