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As part of socio-legal compliance, all organizations employing more than 10 employees are mandated under law to implement the provisions of the POSH Act. The statue also lays down the duties of the employer and employee for preventing cases of sexual harassment at workplace, and further fostering a safe and healthy work environment
Duties of The Employer
According to the POSH law, Employers and District Officers (DOs) must ensure a workplace free from sexual harassment. They are generally responsible for:
- Developing and communicating a comprehensive POSH policy.
- Promoting awareness by conducting frequent training sessions and workshops for the employees, on POSH Act, its implementation and promoting a respectful workplace environment. Further providing orientation to the ICC on the complaint handling procedure.
- Establishing Internal Complaints Committees (ICC) at every workplace and Local Complaints Committees (LCC) in every district to offer a redressal mechanism for every working woman.
- Training Internal Complaints Committees to enhance their skills and capacity to conduct an effective inquiry at workplace.
- Preparing an annual report and submitting it to the respective state government.
- Appointing a nodal officer at the local level to receive complaints.
Duties of The Employee
Further, Employees of an organization can take several proactive steps to help ensure that their workplace is free from occurrences of sexual harassment, misconduct, bad behaviour and hostility. They are generally responsible for:
- Educating themselves, by understanding the company's policies on sexual harassment, misconduct and workplace behaviour. Familiarize themselves with the POSH Act, 2013 and the company’s code of conduct.
- Attending and participating in training sessions and workshops provided by the company on prevention of sexual harassment and promoting respectful workplace behaviour.
- Promoting a respectful culture by treating all co-employees, and colleagues with respect and courtesy. Further, fostering a supportive environment, and valuing diversity.
- Communicating clearly by using respectful communication in all interactions.
- Avoid jokes or comments that can be interpreted as offensive or inappropriate. Respecting personal boundaries and privacy.
- Offer support to co-employees or colleagues who might be experiencing harassment or misconduct.
- Approaching the right platform i.e. the ICC formulated under the POSH Act by the company, for redressal of complaints of sexual harassment at workplace.
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