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The aggrieved woman requested the Internal Committee (IC) of POSH to allow Advocate to represent in the inquiry process. Is this valid?
→NO. →As per the POSH Act, 2013, both the parties to the complaint are not permitted to bring their Advocates/Legal Practitioners to participate in the IC Inquiry Process.
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The Company formed the Internal Complaints Committee (ICC) to meet the requirements of the POSH Act - 2013, but it did not include an external member. In this situation, is the committee valid?
NO. As per the POSH Act of 2013, every ICC must include at least one external member who is not associated with the organization or does not work in the same industry. A supervisor complains to HR that one of the female team members is often idle in her workstation without performing the assigned tasks. HR asked him to provide proof for the same. To provide evidence, the supervisor took a photo of the female team member while she was not working at her workstation. The female team member objected to the supervisor's act and reported as sexual harassment to the IC. Is it valid?
→The complaint is not valid as the POSH Act, 2013 defines sexual harassment as any unwelcome physical, verbal, or non-verbal conduct of a sexual nature that could create an intimidating, hostile, or offensive work environment. →The points because the complaint is not valid are:
Can ICC forward sexual harassment complaint to the police without the consent of the aggrieved woman?
→No. →Under the POSH Act, 2013, the Internal Complaints Committee (ICC) cannot forward a complaint of sexual harassment to the police without the consent of the aggrieved woman. →The ICC is responsible for investigating complaints of sexual harassment and making recommendations for appropriate action within the organization. →The ICC may refer a complaint to the police when a settlement has been agreed upon between the parties, but the respondent has failed to comply with the settlement terms. →It is important to respect the confidentiality and privacy of the aggrieved woman during the ICC's proceedings and to ensure that her consent is obtained before taking any further action. The HR manager tells the aggrieved woman not to complain to the ICC about sexual harassment and that he will handle it. Is it valid?
No. It is not valid for the HR Manager to tell an aggrieved woman not to give a complaint to the Internal Complaints Committee (ICC) and that he will handle it himself. Dear All,
VIHAAN is an Indian NGO, engaged in rescue and rehabilitation of Women who are the victims of Human Trafficking and vulnerable women, who are brought up in Govt. State homes. They are organizing this Convergence Meeting with support of NIPM KC to garner support from Industries to place these women who have undergone Skill training and to understand the need of the industry. Their basic qualification is SSLC to basic degree. Please support us for the success of this meeting., with your presence. Also please support this initiative by connecting with your known HRs who can provide their view points and also to explore the possibility of providing opportunities in their organisations. Thanks and Regards Dinesh A U Hon. Secretary- NIPM KC Does a male colleague shouting angrily at a female constitute sexual harassment?
No. Shouting in anger at a woman by a male colleague may not be covered under sexual harassment, unless the shouting is accompanied by behavior that is sexually explicit, unwelcome, or creates a hostile work environment. Sexual harassment is defined in the POSH Act of 2013 as unwelcome sexual conduct, which could be verbal, non-verbal, or physical. What is Quid Pro Quo?
In the context of sexual harassment, quid pro quo refers to a situation in which a person in a position of authority, such as a supervisor or manager, demands sexual favors from a subordinate in exchange for job benefits or protection from negative job consequences. Does a company visitor who is sexually harassed fall under the scope of sexual harassment under the POSH Act, 2013?
YES A married female colleague congratulated the boss on his promotion through a WhatsApp message. He expressed his happiness in reply with heart emoji ❤️. Can this act of the boss be considered sexual harassment under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redress) Act, 2013 (POSH Act)?
Under the POSH act, the described action is unlikely to be considered sexual harassment. Source:
Handbook on Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 Government of India Ministry of Women and Child Development November 2015
While I was flipping through the pages of the book "Frequently Asked Questions with Answers: Present Labour Laws and Upcoming Labour Codes" written by Hon'ble K Vittala Rao a significant recent experience cropped up in my mind and I take liberty to share the same. A few months ago, while checking the syllabus of a 2 years postgraduate HR (Major) program of a renowned institution I could not figure out any courseware for the students on the labour laws. When I enquired, the very closely connected interfacing HR Professor told me that they did not have any module on labour laws as students are not interested on them. Without getting into a debate about whether the institution is right by accommodating the student's choice on the courseware, being a stakeholder; I could not resist myself and asked the Professor that what the babies are going to do in corporates? Would they go to train people, or remain busy with recruitment calls or would engage only with lip services? The Professor appreciating my viewpoint humbly replied, "It is utmost important for budding HR managers to have working knowledge of labour Laws, else the legal framework of the HR system could not be understood, and the budding HR managers shall have serious repercussions in their careers".
Training Process & Assessment of Training Effectiveness Sunday, Feb 12 • 11:00 – 12:30 Google Meet joining info Video call link: https://meet.google.com/ccc-qved-cmk S.N. Murthy Senior Advocate A batch of retired employees approached the Hon’ble Supreme Court seeking for benefit of higher pension since their employer and they themselves had paid EPF contribution on actual wages which was much higher than the prescribed limit for coverage. This ultimately resulted in an order passed on 04.10.2016, wherein the Learned Judges of the Hon’ble Supreme Court held that there was no cut-off date under the proviso to para-11 (3) of the Pension Scheme as it existed then, and so, the request of the retired employees for exercising option for higher pension should not have been rejected. With this, the retired employees who were before the Hon’ble Supreme Court got an option to seek higher pension.
Company: Buzzworks business services
Job detail: Female Recruiters with (blue-collar) hiring and volume hiring experience, are mandatory. Work exp: 06 to 2 years Salary: upto 3.6LPA Work mode: work from office. Job Location: Bengaluru Contact number: +91 9962216701 Contact email: michael@buzzworks.com Experience : 10 to 15 years
Education : MSW/ MBA No of Positions: 01 Location: Bangalore Position: Dy.Manager/ Manager Package : As per company standard Company : Manjushree Technopack Limited Interested candidates send their resume to purushotham.k@manjushreeindia.com
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