KelpHR PoSH Awards 2022 – Employee Survey Report
As businesses strive to succeed in today’s fast-paced and competitive market, it is crucial to invest in employee engagement and recognition as well as reward and recognise organisations that are invested in building a culture of safety and respect at their workplaces. The KelpHR PoSH Awards® were instituted in 2020 to recognize organizations that have successfully created and maintained a...
Prevention of Sexual Harassment at the Workplace – KelpHR & ILA Webinar Series
Prevention of Sexual Harassment (PoSH) — we all claim to know what this is about, and so this is a niggling question in everyone’s mind. Why does the messaging have to be reinforced?
In actuality, PoSH isn’t just a one-time affair. Why? Let’s take a closer look at our own country India. It is a diverse nation with a slew of different cultures. Each has its peculiar mannerisms and...
7 Years of the Sexual Harassment Law in India – What has Changed ?
’10 Judgements that changed India’ by Zia Mody has a chapter titled ‘All in a day’s work’ outlining the then seminal judgement on the issue of Sexual Harassment at the Workplace. Originally published in 2013, Mody talks about the Vishaka Guidelines as a judgement that had enormous value and power to change the way we looked at a nation at its threshold of change. At the time that...
Importance of Confidentiality as Sexual Harassment Inquiries go Virtual
Ensuring confidentiality is sacrosanct in an inquiry whether it is conducted while ‘Work from Home (WFH)’ or at the office.
As the COVID-19 pandemic has prematurely killed the debate on the kind of work that can be executed from the confines of the home, now, more than ever, there is a greater obligation to maintain confidentiality, in principle as well as via physically securing the WFH area...
Legal terms for Internal committee and HR’s – Part 2 of 2
Hello Readers, hope you found our part 1 blog interesting. We have listed and simplified a few more commonly used legal terms at work and in daily use. Do reach out to info@kelphr.com and share us your feedback or visit our website www.kelphr.com to read our other blogs. 1) Tribunal:
It is such an adjudicating body on whom the power of deciding cases are given. This power has to be exercised...
Legal terms for Internal Committee and HR’s – Part 1 of 2
Hello Readers with a lot of social awareness, law has become an integral part of our life. In the news and at work while dealing with any workplace harassment issues, we come across various legal terminologies in English and Latin (literally), which often seems to be difficult for the layperson. In the current blog; we have tried to simplify commonly used legal terms. By the end of this two...
Webinar with PeopleMatters on Prevention of Sexual Harassment at Workplace!!!
SHe-Box, Start-Ups, Statistics and more….!!
It is the beginning of the New calendar year and here we are, looking at all the milestones we have crossed with the ‘Prevention of Sexual Harassment’ practices in 2017!!
Here’s the last of the 4-part series of questions that we received during our webinar ‘De-mystifying the Law on Prevention of Sexual Harassment’ held on the 15th of November, 2017....
Demystifying “Prevention of Sexual Harassment” at Workplace!!! Webinar Q & A Part 3 of 4
Types of Sexual Harassment Complaints
“Gossip is so common. So are relationships at the Workplace!”
What can we do when these become a case of Sexual harassment?
So, should the HR be the Moral Police?
Read these responses which are part of a 4-part series that were addressed during KelpHR’s Webinar with PeopleMatters, on the 15th of November. We hope you find this insightful and do...
Demystifying “Prevention of Sexual Harassment” at Workplace!!! Webinar Q & A Part 2 of 4
IC and the Administrative Details of their Role
In the webinar that People Matters and KelpHR conducted on Nov 15th, 2017, a series of Questions was asked by the participants. We have split these question in a 4-part series in this episode of part 2/4 we are responding to all the questions related to IC formation and their roles and responsibilities. We hope you find this insightful...
Demystifying “Prevention of Sexual Harassment” at Workplace!!! Webinar Q & A Part 1 of 4
Handling PoSH issues of many kinds
Q: Can we possibly investigate harassment at the workplace on an anonymous complaint?
While the IC cannot act on an anonymous complaint, it need not ignore the contents of the email. If the contents of the email are clear, then IC must act on the same. To read more on this, please read this article published on People Matters: How to ensure confidentiality...
