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.
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.
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.
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
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.,
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.
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
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
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
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.,
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.
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
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
Embracing GenAI - A Strategic ImperativePeter 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.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
15. Offering or withholding work-related rewards in exchange for sexual favors
16. Communicating a sense of “you-do-this-for-me-and-I’ll-do-that-for-you” when it is of a sexual nature.
17. The behavior could be either implicit or explicitly a condition of employment. TYPES OF SEXUAL HARASSMENT
18.
19. Repeated, hostile and offensive pattern, of unwelcome sexual advances (verbal/or physical conduct) which interferes with a person’s ability to work
20. Creates an intimidating, or offensive working environment
21. Results from one’s perception of behavior, “reasonable person” standardTYPES OF SEXUAL HARASSMENT (continued)
22. The three most common types of illegal sexual harassment are: Offensive jokes and language, threats and comments about a person’s body or appearance are examples of verbal harassment. Verbal Touching, holding, grabbing and other unwanted physical and sexual assault. Physical Staring at a person’s body, offensive gestures and circulating degrading or offensive letters, posters, pictures, email or cartoons. Non-verbal TYPES OF SEXUAL HARASSMENT (continued)
23. VERBAL SEXUAL HARASSMENT Telling jokes with sexual connotations Barking, growling, or whistling at passerby which indicates your perception of their physical appearance Sexually degrading language, profanity Use of internet, email to send messages with sexual connotations TYPES OF SEXUAL HARASSMENT (continued)
24. TYPES OF SEXUAL HARASSMENT (continued) PHYSICAL SEXUAL HARASSMENT Standing close or brushing up against a person Touching Bumping Patting Hugging Cornering Kissing Grabbing Pinching Blocking Passageway Footsie/Kneesie Unsolicited back massage and knee rubs
25. NONVERBAL SEXUAL HARASSMENT Hanging around a person Leaving sexually oriented cartoons, pictures, letters, magazines in the office environment Leering, ogling someone’s body Gestures made with intentional sexual overtones, such as: blowing kisses, licking lips, winking, and body movement Touching or rubbing oneself inappropriately around another person TYPES OF SEXUAL HARASSMENT (continued)
26. SEX ROLE STATIC Dear Baby cakes Sweetheart Unthinking, undirected, everyday, taken-for-granted remarks and actions based on gender stereotypes Honey Stud Girl SUBTLE FORMS OF SEXUAL HARASSMENT
27. Flirtation Joke Telling Innuendos Sexual Harassment & Hostile work environment SUBTLE FORMS OF SEXUAL HARASSMENT (continued)
28.
29. Sexual harassment must involve touching or other physical conduct
30. The victim must be the one against whom the unwelcome conduct is directed
31. The victim must prove an impact on tangible job benefits
32. Consenting to requests for sexual relations prevents sexual harassment
33. You cannot prove that sexual harassment took place
34. Sexual harassment can only involve opposite gender
35. Must occur more than onceCOMMON MISCONCEPTIONS ASSOCIATED WITH SEXUAL HARASSMENT
41. IMPACT ON YOU, THE INDIVIDUAL Loss of position Impact on performance appraisal Loss of promotional opportunities Psychological effects--physical & emotional POSSIBLE EFFECTS (continued)
42.
43. Notify your supervisor (or his or her superior)
44. Maintain a log of the incidents and document harassment incident (s) and the action (s) taken to stop it
45. If a witness to sexual harassment behavior bring the matter to the attention of an appropriate official (i.e. supervisor, EEO or EO Advisor) If it still persists, civilian employees should contact the EEO Office at 573-596-0602. Military personnel and their family members should contact their EO Advisor at 573-596-0601. YOUR RIGHTS & RESPONSIBILITIES
46.
47. Responsible to take immediate and appropriate action on observed or reported incidents
48. Provide counseling to the offender and document action(s) taken to stop the behavior
49. Consult with EEO, EOA, SJA, CPO staffMANAGEMENT’S RESPONSIBILITIES
50.
51. Could this behavior offend or hurt those subjected to it?
52. Could this behavior be misinterpreted as intentionally harmful or harassing?
55. Would you act this way if your wife, husband, daughter, or significant other were present?
56. How would you feel if a videotape of your actions was shown on sixty minutes or 6 o’clock news? CHECK YOUR OWN BEHAVIOR (continued)
57. WORKPLACE INTEGRITY IF YOU WOULDN’T WANT IT SAID OR DONE TO OR AROUND YOUR..... PARENT SIBLING FRIEND SPOUSE SIGNIFICANT OTHER OR YOUR CHILD IT DOESN’T BELONG IN THE WORKPLACE!! CHECK YOUR OWN BEHAVIOR (continued)
58. Directly – the Department of the Army and Indirectly – You, and the taxpayers COST OF SEXUAL HARASSMENT
61. Learn to recognize harassment, and remember that
62. Preventing harassment is everyone's responsibility
63. Be familiar with your agency's harassment policy and the process you need to follow to report harassmentIGNORING THE PROBLEM WON’T MAKE IT GO AWAY!!
71. POSH QUIZ Which of the following comments can be considered sexual harassment? a. "You look sexy“ b. "You've been out sick a lot lately. You're not pregnant, are you? c. "Why are you in such a bad mood today? PMS? d. All of the above Correct Answer d: Many individuals, courts and juries will differ on whether or not these statements constitute sexual harassment. The point is, there are no hard and fast guidelines. Sexual harassment is viewed from a "reasonable person" standard, and is open to wide interpretation.
72. POSH QUIZ Bob, who owns a small printing company, is sued by his former receptionist, Tina. She claims that she was harassed by a fellow employee. Bob knew nothing about this conduct before the lawsuit. Can Bob's company be held personally liable for damages to Tina? a. Yes b. No Correct Answer b: Companies cannot be held responsible for sexual harassment conducted by co-employees they knew nothing about. Having said that, the amount of exposure will differ considerably based on efforts made to avoid sexual harassment in the first place.
73. POSH QUIZ In order to file a claim for "hostile environment" sexual harassment, a worker must demonstrate that the harassment caused them to suffer serious psychological injury. a. True b. False Correct Answer b:The U.S. Supreme Court has ruled it was not necessary for a plaintiff to claim serious psychological injury to support a sexual harassment claim.
74. POSH QUIZ The behavior of the alleged victim is relevant to the determination of whether the work environment was "sexually hostile." a. True b. False Correct Answer a: The answer is true. The victim's behavior is viewed from a "reasonable person" standard. For example, if a claimant "overreacts" to an item that she/he considers to be sexually hostile, she/he cannot claim discrimination if it is "unreasonable" for her/him to do so.
75. POSH QUIZ Joe, a senior partner, tells a female associate, Annie, that he wants her to escort him to a client dinner. This is the third time in a month that Joe requested Annie escort him to a business related function. Annie objects, but Joe tells her she must go because it doesn't look good for him to go without a date. Can this be considered sexual harassment? a. Yes b. No Correct Answer a:This can be considered sexual harassment if Annie had a reasonable belief that Joe was interested in her sexually and to refuse could result in negative consequences related to her job. If an employee's job requires after work client contact, meetings and dinners, state that specifically in their job description.
76. POSH QUIZ Marcy's boss, Bob, often approaches her workstation and tells her sexually explicit jokes. Marcy does not personally consider Bob's conduct offensive, but other "reasonable" women certainly would. Can Marcy state a claim for sexual harassment? a. Yes b. No Correct Answer b: Marcy cannot claim sexual harassment because she was not offended by Bob's conduct.
77. POSH QUIZ Carmen works with Frances and Jack, and sits in the workstation next to Frances. Although Jack directs his conversation to Frances, Carmen can easily overhear the sexually explicit jokes. She finds them offensive and becomes uncomfortable whenever she sees Jack approach Frances’ desk. Can Carmen state a claim for sexual harassment? a. Yes b. No Correct Answer a: The fact that Jack's conversation was intended solely for Frances does not insulate the company from a hostile environment claim by Carmen.
78. POSH QUIZ A sexual harasser can be which of the following? a. Supervisorb. Co-workerc. Customerd. Contract Employeee. All of the above Correct Answer e: Sexual harassers come in all forms, shapes and sizes. For example, a company which allows its customers or vendors to constantly flirt with the receptionist, despite her having expressed her discomfort with the activity, can open itself up to a sexual harassment claim.
79. POSH QUIZ Conduct considered to be sexual harassment can include which of the following? a. Physical touchingb. Letters and giftsc. Posters and calendarsd. E-maile. All of the above Correct Answer e: Sexual harassment can come in any form. The only issue is whether or not it is considered to be offensive, severe, pervasive, etc., from a "reasonable person" standard.
80. Equal Employment Opportunity Prevention of Sexual Harassment (POSH – 2010) PRINT NAME SIGN DATE In order to update the personnel database and receive credit for completion of this course, print this page only. Sign and date the bottom and turn in to your Training Coordinator.