POSH and Legal Framework

Aim

The POSH and Legal Framework program aims to equip participants with the knowledge and skills to effectively implement and enforce the Prevention of Sexual Harassment (POSH) policies in organizations. The program focuses on fostering a safe, respectful workplace by providing a comprehensive understanding of legal requirements, policy creation, and proactive strategies for preventing and addressing harassment.

Workshop Objectives

• Understand the legal provisions of the POSH Act and related laws.
• Learn how to establish and manage Internal Complaints Committees (ICCs).
• Develop workplace policies to prevent sexual harassment.
• Gain the skills to conduct awareness and prevention programs.
• Handle sexual harassment complaints with legal and procedural sensitivity.
• Promote a workplace culture based on respect and safety.
• Stay informed on recent legal developments and case law related to POSH.

Workshop Structure

Day 1: Introduction and Awareness

Session 1: Overview of the POSH Act

• Introduction to the POSH Act, 2013.
• Key features of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
• Historical background and the importance of the law.
• Key definitions: Sexual harassment, workplace, employee.
• Scope and applicability of the Act.

Session 2: Types and Impact of Sexual Harassment

• Understanding quid pro quo and hostile work environments.
• Recognizing inappropriate verbal, non-verbal, and physical behavior.
• Case studies with real-life examples.
• Psychological and professional effects of sexual harassment on victims.

Session 3: Employer Responsibilities

• Employer obligations under the POSH Act.
• How to set up and structure an Internal Committee (IC).
• Creating policies and procedures to ensure compliance with POSH regulations.

Day 2: Internal Committee Operations

Session 1: Roles and Functions of the Internal Committee

• Understanding the IC’s powers and duties as per the law.
• Handling complaints: Guidelines on timelines and processes.
• Maintaining confidentiality during investigations.

Session 2: Legal Procedures and Redressal Mechanisms

• Drafting and submitting complaints: Formal and informal processes.
• Conducting inquiries: Evidence collection, interviewing the parties involved.
• The role of witnesses and keeping accurate records.

Session 3: Legal Rights and Consequences

• Rights of both complainants and respondents.
• Disciplinary actions, penalties, and recommended corrective measures.
• The role of external members and the importance of neutrality in investigations.

Day 3: Creating a Positive Workplace Culture

Session 1: Building Awareness and Sensitization

• The significance of sensitization programs for employees.
• Strategies to create a respectful, inclusive workplace.
• Setting up communication channels for employees to raise concerns.

Session 2: Prevention and Best Practices

• Developing strong policies and procedures to prevent harassment.
• Implementing zero-tolerance policies and regular POSH training.
• Monitoring workplace behavior to maintain a safe environment.

Session 3: Leadership and Management Engagement

• The role of leadership in promoting a safe workplace.
• Encouraging gender sensitivity and diversity.
• Empowering employees to voice concerns and report misconduct.

Participant Eligibility

• HR Professionals
• Compliance Officers
• Legal Professionals
• Corporate Executives and Managers
• Employee Welfare Officers
• Training and Development Managers
• Internal Committee Members
• Educators and Academic Administrators
• Nonprofit Organizations
• Government Employees
• Union Representatives
• Consultants
• Entrepreneurs
• Students and Researchers

Workshop Outcomes

• Legal Compliance: A deep understanding of the POSH Act and its legal requirements.
• Policy Development: Skills to create and implement anti-sexual harassment policies.
• Training Expertise: Ability to lead effective training and awareness sessions.
• Complaint Handling: Knowledge to handle complaints with legal and procedural accuracy.
• Preventive Strategies: Insight into developing preventive measures to stop harassment.
• Cultural Sensitivity: Tools to foster an inclusive and respectful workplace.
• Leadership in POSH: Leadership abilities to champion POSH initiatives and drive positive workplace change.

Future Career Prospects

• Leadership roles in HR and Compliance.
• POSH-related consulting opportunities.
• Policy Advocacy and Development.
• Educational Leadership.
• International Human Resources Management.
• Corporate Social Responsibility.
• Roles in Legal Enforcement and Regulatory Bodies.
• NGO and Social Impact roles.

Job Opportunities

• POSH Consultant
• HR Compliance Officer
• Workplace Safety Trainer
• Employee Relations Specialist
• Legal Advisor in Employment Law
• Diversity and Inclusion Manager
• ICC Coordinator
• Workplace Mediator
• Employee Wellness Coordinator
• Organizational Development Consultant