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Demystifying “Prevention of Sexual Harassment” at Workplace!!! Webinar Q & A Part 4 of 4

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 …

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 …

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 …

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 …

What if the witness refuses to speak in an Internal Committee inquiry?

Problem Statement:  As per CCTV evidence and the victim’s statements a witness was present when the incident occurred. But the witness feigns ignorance. This witness’s testimony is very crucial to the case. As an IC member, is there any action that can be taken?  Witness’s Right to silence. The Constitution of India guarantees every person right against …

Biases That We Pass on – to Our Next Generation!

They say that biases is what has helped us make our civilisation exist through all caveman time and till now! But I am intrigued, have some of these biases been inherited – rather passed on! My thought was confirmed with this incident. So, it all started with my daughter’s drama show on the weekend. Prior …

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 priority …

THE CURIOUS CASE OF SMILEY’S !! :) ;)

Can smileys sent on WhatsApp land you in trouble and cost you your job? Can it be termed as Sexual Harassment? Yes, as per the recent BSNL Sexual harassment case filed by a lady employee in Tuticorin. The context, type of smiley sent, the frequency and time when the message was sent needs to be …

EMPLOYEE DATING POLICY !!!

We have travelled some distance in understanding Harassment at the Workplace. However, there is a reality that we are avoiding! People who spend 9 – 12 hours at the Workplace and have close interaction on projects, deadlines and even join Facebook and other interest clubs together, will eventually find themselves in a romantic relationship with …