PoSH Training: A Better Environment for Business and Workflow!

“The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013” is a landmark step against the Sexual Harassment of women at the workplace in India’s fight. However, few companies consider it as a cost and feel no need to enforce it effectively. If carried out correctly, it enables the creation of a dignified workplace and an inclusive culture.

Things to Remember While Formulating PoSH Awareness Training

Conducting PoSH Training Requires Different Efforts Than Conducting Other Training Programs:

Understand the company culture

Know the challenges company is facing concerning employee behaviour

Go through the diversity and inclusion strategic plan

Seek clarity on business, workflow, kinds of customer, vendors and suppliers

Get insights on employee demographics.

How to Promote a Safe Workplace?

A workplace that is not secure can provide suffering to the psychological well-being of an employee. Non-compliance to the PoSH Law imposes monetary and legal repercussions. It also curtails the productivity of the sufferer. Workplaces that have several examples of sexual assault have a greater number of employee turnovers.

The PoSH external member of the #PoSHawarenesstraining must perform the following functions:

Ensure a solid and agreeable work environment and guarantee that the work environment is re-established if there arises an occurrence of sexual assault instances.

Be well-versed with all the Internal Complaint Committee procedures.

Make sincere efforts to coordinate the working of #PoSHawarenesstraining.

Guarantee the usage of law according to the methodology set up.

Must assure that the processes are going on as indicated by the standards of normal equity and justice.

How Does the PoSH Committee Work?

The PoSH awareness training can help the company take significant steps to go ahead with compliance with PoSH law. They propose a developed environment by maintaining compliance by Reporting up regularly.

Skilled and trained experts are called for implementing a hotline for Reports regarding the PoSH law. They assist the businesses to form an Internal Complaint Committee. They will form internal policies that are necessary for smooth functioning and compliance.

Penalties for Infringement of PoSH Law

If an employer or head of the department ceases to function adequately regarding Sexual harassment in the workplace by not formulating an Internal Complaint Committee, he / she is accountable to be punished with an amount up to INR 50,000.

If the mistake prevails the next time, he/she will have to pay a fine of double the previous amount. In extreme cases, the business license or permission from local or government administrations can also be cancelled.

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