The document provides information about India's Prevention of Sexual Harassment (POSH) policy. It details the history and purpose of the POSH Act passed in 2013 to prevent sexual harassment of women at workplaces. The Act defines sexual harassment and applies to all employees, including temporary or daily wage workers. It also defines the workplace to include not just physical premises but also virtual spaces like email and social media. Common forms of harassment and the structure and objectives of the Internal Complaints Committee set up under the Act are also outlined.
There are numerous associations that are exclusively founded on preparing organisations against individuals with predatory workplace behaviour. Preparing and workshops to form corporates PoSH agreeable. Yet, the essential point here is, are those workshops or preparing really leaving an impact on the disposition of representatives? Do the workshop modules depict the truth of Sexual Harassment? There are rare kinds of people that aren't kidding about really making the work environments safer for ladies representatives.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Prevention of Sexual Harassment Act 2013Neha Shrimali
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
PROBLEM STATEMENT
The most effective weapon against workplace harassment is prevention. Harassment againstwomen requires to be addressed in order to prevent it.
It is believed that effective implementation of POSH can help establish a gender neutralenvironment ensuring safety & respect of all the employees.
This program covers entire workforce in theorganization. Regardless of the gender or designation,every employee should have a clear understanding ofthe concept.
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
This presentation talks about the Prevention Of Sexual Harassment Act (POSHA), and tells you as an employer what are the compliance you need to make sure, in-terms of forming an ICC or LCC etc.,
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. How to deal with diversity at workplace. Conducting enquiry in compliant cases. Equitable justice. Vishaka Judgement and development thereafter.
Sexual Harassment of Women at Workplace Act, 2013 (POSH Act)CS Jigar Shah
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as POSH Act is one of the important legislation and compliance is mandatory for almost every organisation in India be it Company, Sole Proprietorship or LLP. In this PPT we try to cover basic compliance of law for the easier understand. To read Act, please click on http://bit.ly/2EFkBEo
There are numerous associations that are exclusively founded on preparing organisations against individuals with predatory workplace behaviour. Preparing and workshops to form corporates PoSH agreeable. Yet, the essential point here is, are those workshops or preparing really leaving an impact on the disposition of representatives? Do the workshop modules depict the truth of Sexual Harassment? There are rare kinds of people that aren't kidding about really making the work environments safer for ladies representatives.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
Prevention of Sexual Harassment Act 2013Neha Shrimali
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
PROBLEM STATEMENT
The most effective weapon against workplace harassment is prevention. Harassment againstwomen requires to be addressed in order to prevent it.
It is believed that effective implementation of POSH can help establish a gender neutralenvironment ensuring safety & respect of all the employees.
This program covers entire workforce in theorganization. Regardless of the gender or designation,every employee should have a clear understanding ofthe concept.
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
This presentation talks about the Prevention Of Sexual Harassment Act (POSHA), and tells you as an employer what are the compliance you need to make sure, in-terms of forming an ICC or LCC etc.,
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. How to deal with diversity at workplace. Conducting enquiry in compliant cases. Equitable justice. Vishaka Judgement and development thereafter.
Sexual Harassment of Women at Workplace Act, 2013 (POSH Act)CS Jigar Shah
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as POSH Act is one of the important legislation and compliance is mandatory for almost every organisation in India be it Company, Sole Proprietorship or LLP. In this PPT we try to cover basic compliance of law for the easier understand. To read Act, please click on http://bit.ly/2EFkBEo
POSH 2013
The Protection of Women from Sexual Harassment Act, 2013, was passed by the Indian government to protect against sexual harassment and abuse of women in the workplace. This Act was created to ensure that workplaces remain free from sexual harassment and to provide a safe and secure environment for women.
Despite great efforts to train employees and enforce strong consequences for sexually harassing behavior, it still remains a great
challenge for many, especially women. Victims of sexual harassment are often afraid to speak up and fear the consequences or
impact on professional success and image. In this workshop, we break the silence by addressing this issue head on and supporting
each other in protecting our rights to respect and honor in the workplace.
Learning Objective: Increase knowledge and awareness around sexual harassment
Outcomes- At the end of this workshop, participants will be able to:
a. Clarify the difference between appropriate, inappropriate, and illegal behaviors associated with sexual harassment
b. Practice sending convincing messages to set appropriate boundaries
c. Practice making positive decisions based on context and relationships
d. Explore consequences of decisions and behavior
e. Examine and challenge beliefs, definitions, and assumptions around sexual harassment
Sexual harassment training for supervisors and managersJudy Magee, J.D.
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
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How to Make a Field invisible in Odoo 17Celine George
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A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
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Antifertility, Toxicity studies as per OECD guidelines
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
3. POSH Act
In 2013, India approved the Sexual Harassment of women at the workplace
(Prevention, Prohibition and Redressal) Act.
Prevent sexual harassment
of women at the workplace
Make employees responsible
for providing protection against
sexual harassment.
Putting into place a redressal
mechanism for complaints
related to sexual harassment.
Purpose
Next
4. Evolution of POSH
2007
Sept
2012
Feb
2013
Apr
2013
Dec
2013
Approval of POSH
bill draft by
Union Cabinet
Bill passed in
Lok Sabha
Bill passed in
Rajya Sabha
Published in
Gazette of India
as Act No.14
Indian Ministry
of women and
child
development
notified
December 09,
2013, as the
effective date of
the POSH act.
Next
6. Any person employed at a workplace on a
regular, temporary, ad-hoc or daily wages.
There is no need to draw renumeration to
come under the definition of employee
under this ACT.
Next
7. Where commercial
activities of the
organization takes
place.
By the employees
arising out of or
during the course
of employment
including
transportation
provided by the
employer.
• Business trips
off-sites
• Coffee shops
• Pubs, malls etc.
• Collaboration
tools- Slack,
Zoom, Trello,
Meets etc.
• WhatsApp
• E-mail
• FB, Insta,
LinkedIn etc.
PREMISES PLACE VISITED PHYSICAL PLACES VIRTUAL PLACES
Next
8. QUID PRO QUO
This type of harassment usually
occurs when the person in
authority agrees to alter the
employment terms (Positive
benefits or threatens
repercussion, explicitly or
implicitly in return for sexual
favours of any kind from the
victims.
HOSTILE WORK ENVIRONMENT
This type of harassment involves
the conduct of a sexual nature
that interferes with an individual’s
work performance by creating a
humiliating or offensive work
environment. This type of
harassment can be targeted
directly or indirectly towards the
victim.
Next
9. Ms T
Ms. T is a young enthusiastic software intern. Working for a
software management firm and is new to the city. She is
dedicated to her work and ensures that she completes her
work on time.
10. Ms T
An important project is nearing
delivery. And her team has decided
to stay back after office hours to
work on it.
11. Ms T
Mr. P HOSTEL
After the day’s work is completed,
her team leader Mr. P insist to drop at
her hostel as it was quite late.
12. Ms T
Mr. P
Way to the hostel Mr. P proposes to Mrs. T to spend a night with her. Miss T refused politely but firmly.
13. Ms T
Mr. P
The next day Mr. P repeats his request and when
Ms. T refuses firmly, Mr. P started threatening her
that if she doesn’t agree or disclose it to anyone
then he will destroy her career. This is the
example of Quid Pro Quo.
Next
15. Visual Physical Verbal
• Displaying or giving
sexually suggestive
pictures, magazines
of cartoons.
• Sexual emails,
screensavers.
• Sexual Assault
• Touching with sexual
intent.
• Requiring sex for Job
retention or
advancement.
• Pushing, shoving or
purposely bumping
into a person.
• Profanity
• Sexual remarks,
comments or threat.
• Passing rumours of
sexual acts or
involvement.
• Off colour or vulgar
Jokes.
FORMS
OF
HARASSMENT
Next
16. Raise awareness about
sexual harassment and
it’s various forms
Formulate an anti-sexual
harassment policy.
Provide a mechanism for
the prevention and
redressal of sexual
harassment cases.
Ensure that the policy is
implemented completely.
Help provide an
environment that is free
from gender based
discrimination.
Create a secure physical
and social environment
to deter acts of sexual
harassment
Objectives
of ICC
ICC STRUCTURE AT STATIQ
Next
17. Filing complaint 3
months of last
incident
Inquiry into
complaint- 90
days
Submission of
Report- 10 days
Action based on
the report- 60
days
IC has discretion to extend
by another 3 months.
Next
18. Let’s go through a few scenarios and
understand sexual harassment in the
workplace
Next
20. Scenario-1
Hi Shall we go out
for dinner after
office?
He is attracted to one of his co-workers
and offers to take her out for dinner.
21. Scenario-1
Did you know? Asking someone for a date or dinner is not an act of Sexual
Harassment.
22. Scenario-1
No! never ask me
again
She is not interested in him and therefore she
confronts him and strictly denies his request.
23. Scenario-2 This does not deter Employee 1 and he
starts using chats, SMS, and email to
send employee 2 inappropriate content
that has a sexual overtone.
24. Scenario-1
Did you know?
Despite a clear indication from the other person, continuing
the behavior and sending inappropriate messages is an act of
Sexual Harassment.
Next
25. 1. Only women can be sexually harassed
Fact: This is the biggest myth. Men, as well as women,
can be the victims of sexual harassment.
2. Certain dresses or gestures invite sexual harassment
Fact: Nobody can invite sexual harassment. Sexual
harassment is a way to display a false sense of power
which focuses on sexual orientation.
Next
26. Do not tolerate sexually toned
behaviour from colleagues
Stop telling yourself that a specific type
of behaviour is inevitable on the part of
men and must be tolerated.
Be aware of one’s own rights.
Resist any attempt of sexual
harassment the first time it
occurs.
If you allow the action to take place
without expressing your strongest
disapproval, the offender will
assume that he has your consent.
It is very important to maintain
your own self-respect.
Don’t encourage male colleagues
to behave unbecomingly with you
or try to attract their attention.
Next