PoSH Act 2013

We all know that human trafficking is a very sensitive issue and dealing with the issue before us requires a lot of patience and understanding and an understanding of POSH rules. 

In many cases, organizations are unprepared, unprepared and inexperienced to handle complaints related to POSH or under the POSH laws in India. As a result, in many cases, organizations find themselves embroiled in legal battles that could have been avoided if these complaints had been handled professionally. 

The team at QLegal Law Offices are experts in providing advice on the most important matters, including supporting investigative processes within the expected timeframes, helping organizations to understand and mitigate the legal risks involved.

 To protect our clients' legal interests and help them resolve all issues related to POSH laws in India, we combine legal expertise with practical business experience to advise clients as follows:

• Writing and reviewing POSH policies, guidelines, training manuals and annual reports for organizations across India. 
• Conduct training and awareness programs for employees and internal grievance committee members and educate them about their duties and responsibilities, the procedures for handling sexual harassment complaints, and the rights and obligations of members.
• After working with several clients as an external member of Internal Committee QLegal  Team participates in investigative sessions related to suicide complaints and ensured that the investigative sessions and findings of members are documented.
• Issue guidelines and instructions to ensure compliance with the provisions laid down in the POSH Act and the promulgated POSH Rules as well as relevant orders, circulars and notifications issued by the State Government and the Central Government.

Whether it is a private organization, public sector companies, government agencies or commercial companies, if an employer organization has more than 10 employees, it is mandatory for the company to form an INTERNAL committee to deal with the issues of sexual harassment complaints. If the organization does not comply with this law, there is a penalty of revocation of the license. As a lawyer, we urge you to enforce this law, not for punishment, but for a sexual harassment-free environment that leads to good business growth.

The four-member group includes a senior official of the organization, two other employees of the same organization and one female external member, preferably a female lawyer who is familiar with sexual harassment and other legal issues of women. problems 

 According to the law, at least 50% of the members of the internal committee must be women.

Employers are responsible for protecting their employees against sexual misconduct and must take all reasonable precautions to prevent it. 

Employers must have clear policies that define what behavior is and is not organizational behavior. 

Employees should be made aware of these practices and encouraged to report any sexual harassment. 

Employers must also order and take appropriate action against any employee who has violated the policy.

Harassment in the workplace is defined as inappropriate sexual, physical or verbal behavior in the workplace. This includes, but is not limited to, unwanted sexual advances, sexual favors, and other inappropriate verbal or physical contact. 

Sexual harassment in the workplace can create an offensive and hostile atmosphere in the workplace, which is illegal under federal and state law.

1. Educate and Educate Employees: Make sure all employees are aware of the company's sexual harassment policy and have received training on how to recognize and respond to it.

2. Promote a respectful work environment: make sure all employees feel valued and supported at work.

3. Create and enforce clear policies: Create and enforce clear rules that describe unacceptable behavior and consequences for violations.

4. Act quickly on reports: Take all allegations of sexual harassment seriously and act quickly and appropriately.

5. Create a safe environment: Create a safe, confidential environment where employees can report and discuss sexual harassment.

6. Take appropriate action: Take appropriate and immediate action against any employee who engages in sexual harassment.

7. Monitor and Evaluate: Regularly monitor and evaluate the work environment to ensure that it is not disruptive.

How do we help employers?

Sexual harassment in the workplace can harm your business in many ways, including your organization and reputation, employee productivity, and motivation and morale. 

We believe that "prevention is better than cure" as a legal consulting firm. We offer the following services:

Training for your staff

Training for the internal committee

Drafting of a sexual harassment policy

External member of the internal committee.