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#Anti-Sexual Harassment Act

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  • #Anti-Sexual Harassment Act

How to effectively handle sexual harassment complaints at your organization

As the workplace becomes more and more diverse, there are several pros as well as some cons that arise. The unconscious biases start manifesting themselves in a bigger way when different people come together in teams. One of the ways in which such a bias shows up is sexual harassment because of preconceived gender notions. …

Is Sexual Harassment Act really effective

Sexual harassment remains a major concern in India as  only 45 per cent organisations admitting that the  law in this regard made their workplace safer. A recent survey revealed that though the Act had increased awareness levels, the number of cases being reported had not seen an upsurge. KelpHRin collaboration with National HRD Network, recently …

Biases In The Life Of Women

  Are you aware of the fact that gender bias starts even before a child is born? How many of you have wanted to ask or have asked someone who’s due for delivery, “Do you want a girl or a boy?’’ or “Will you be happy if it’s a girl or a boy?”While mostly urban …

Why CEO's Are Still Against Implementing PoSH Compliance?

    The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into existence and enforcement from the year 2013 for the safety of woman at workplaces. But, ‘why are the employers still hesitant or against implementing the Act’ in their corporate system? The reasons vary: *        It takes the least …

Prevention of Sexual Harassment Act, 2013 : Role of Internal Committee at the Workplace

As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the role of the Internal Committee (IC) is defined as below: Shall provide assistance to the victim to make the complaint in writing. Complaints need to be filed within 3 months from the last incident occurrence date. IC may extend …

Prevention of Sexual Harassment Act, 2013 : Role of Employer

As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the role of the Employer is defined as below: Provide a safe working environment for persons coming in contact with the workplace. Create and empower the Internal Committee as defined in the Act. Ensure your organization’s anti-sexual harassment policy is …

HR’s Dilemma on Sexual Harassment Incidents

A prospective client approached us with the below scenario in her organization faced by her employees in the retail outlets across India: “There are sudden unexpected resignations happening in my organization and especially women folks.  On the last day of exit, they speak up after much probing and confess to the actual reason as being …

Anti Sexual Harassment – FAQs Demystified!!

KelpHR along with PeopleMatters conducted a webinar on “Tricky cases and best practices while handling Sexual Harassment incidents at workplace” on November 29th 2016. This event was attended by more than 135 participants from across corporate India. Click here to listen to our webinar. At the end of the webinar, during the Q and A session, …

Vishaka Guidelines vs Prevention of Sexual Harassment , ASH Act 2013 and real life court room cases!!!

The legal dictionary defines sexual harassment as any unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of sexual nature that tends to create a hostile or offensive work environment. Sexual Harassment is a violation of human rights of a person. Human rights are inherent and inalienable and its violation should …