This presentation serves as a primer on India's new anti-sexual harassment law. More specifically, this presentation also outlines the legal obligations of employers towards women employees under the new anti-sexual harassment legislation.
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
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
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.
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 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
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
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.
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.
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.
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 law has been passed in order to protect the women from sexual harassment and help her have a safe working environment.
The ACT is meant to save women only unlike in other countries where they have sexual harassment ACT to protect all. We think a lot of improvements need to be taken care in the act. It is more like the beta version.
The Act puts additional burden on the employer. Non compliance of the act shall attract monetary penalty and might even lead to closure of business.
Do read the our views slide on the last page.
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
Prevention of Sexual Harassment at Workplace ActAID FOR CHANGE
This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
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.
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.
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
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.
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 law has been passed in order to protect the women from sexual harassment and help her have a safe working environment.
The ACT is meant to save women only unlike in other countries where they have sexual harassment ACT to protect all. We think a lot of improvements need to be taken care in the act. It is more like the beta version.
The Act puts additional burden on the employer. Non compliance of the act shall attract monetary penalty and might even lead to closure of business.
Do read the our views slide on the last page.
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
Prevention of Sexual Harassment at Workplace ActAID FOR CHANGE
This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
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.
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.
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
Sexual Harassment PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: what is and is not sexual harassment, 6 types of sexual harassment, various classes of harassment, who is the harasser, what sexual harassment causes, the complaint procedure, the consequences and effects of sexual harassment, statistics, sexual harassment policies in other countries as compared to those in the United States of America and more.
In our seminar, we look at the three big r's of workplace change: restructure, redeployment and redundancy, and the obligations of employers under relevant legislation.
Són de fiar els sondejos, especialment els que preveuen els resultats electorals? Es poden manipular? Les opinions que s’hi expressen són conviccions profundes, o superficials? I dels indecisos, què en fem? Votaran o no? Explorem com es cou un sondeig i quin són els usos bons i dolents d’aquesta eina.
Ponent: Frederic Udina (professor d’Estadística, UPF i Barcelona GSE): “L’urna i la bola de vidre: secrets i enganys dels sondejos”. Dijous 2 de juny del 2011. Ateneu Barcelonès.
http://ciencia.ateneubcn.org/category/cicle/curs-dautodefensa-matematica/
Presentació de l'investigador Francesco Sylos durant la taula rodona "Homo scientificus europaeus" celebrada a l'Ateneu Barcelonès (8/11/2013) i organitzada per la Secció de Ciència i Tecnologia i Euroscience, i amb el suport d'entre d'altres de l'Associació Catalana de Comunicació Científica (ACCC), i el col·lectiu Carta por la Ciencia.
Prevention of Sexual Harassment at Workplace in IndiaAdv Rajasekharan
The presentation provides an overview of "the Provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act" & its rules.
The law came into force on 9th December 2013, replacing Supreme Court's Vishaka Guidelines 1977. (Updated this presentation on 22 April 2014).
The POSH Act 2013 has significantly impacted workplaces in India, providing victims of sexual harassment with the legal protection they need.
This article provides a Comprehensive Guide to the POSH Act, of 2013
With the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 coming into force from December 2013, all organizations (yes all) should have a policy on sexual harassment and also have a committee to redress.
Compliance Under the Sexual Harassment ActNovojuris
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force from December 2013. In our post (https://novojuris.com/2014/03/26/sexual-harassment-of-women-at-workplace/), we had written a brief about the Act, constitution of the Internal Complaints Committee (ICC).
In this presentation, we are capturing the compliances that organizations should comply with.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
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.
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!
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
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2024.06.01 Introducing a competency framework for languag learning materials ...
Sexual harassment at Indian workplaces: Legal obligations of employers
1. Sexual Harassment at Indian workplaces:
Legal obligations of employers
GameChanger Law Advisors
2. Law on Sexual Harassment at
Workplaces
In 1997, Supreme Court in the case of Vishaka & Ors vs State Of
Rajasthan & Ors laid down guidelines on prevention of sexual
harassment at workplaces (“Guidelines”)
The
Sexual
Harassment
of
Women
at
Workplace
(prevention, prohibition and redressal) Act, 2013 (“Act”)
Act notified on December 09,2013
The
Sexual
Harassment
of
Women
at
Workplace
(prevention, prohibition and redressal) Rules, 2013 (“Rules”)
The Act and Rules will replace Guidelines
3. Applicability of Act..
All Workplaces
Workplace defined under Section 2(o) of the Act to include:
•
any private sector organization, enterprise, institution, establishment,
society,
trust,
NGO,
service
provider
carrying
on
commercial,
professional, vocational, educational, entertainment, industrial, health
services or financial activities including production, supply, sale,
distribution or service
4. ..Applicability of Act
• hospitals or nursing homes
•
any sports institute, stadium, sports complex/competition/
games venue, whether residential or not used for training/
sports/other activities
•
any place visited by employee arising out of or during course
of employment including transportation provided employer for
undertaking such journey
•
dwelling place/house
5. What Is Sexual Harassment?
Section 2(n) of the Act defines Sexual Harassment to include the
following:
Any unwelcome behavior (direct or by implication) such as:
a)
physical contact and advances
b)
demand/request for sexual favors
c)
sexually colored remarks
d)
showing pornography
e)
any other unwelcome physical/verbal/non-verbal conduct of
sexual nature
6. Obligations of employers under
Act/Rules..
Framing of an Anti-Sexual Harassment Policy
To be notified, published and circulated within organization
When such conduct amounts to a specific offence under Indian
Penal Code/ any other law ( such as Rape), employer to initiate
action by filing complaint with appropriate authority
Establishment of complaint redressal mechanism within organization
7. ..Obligations of employers under
Act/Rules
Disciplinary action when allegations of sexual harassment proved
Encouraging employees to raise any issue of sexual harassment
When outside party is alleged to have subjected employee to
sexual harassment, employer to help employee initiate action
against such person
Carry out employee awareness programs
8. Establishment of complaint redressal
mechanism
Act provides for establishment of internal complaints committee
(“Committee”)
Constitution:
•
headed by woman employed at a senior level at workplace
amongst employees
•
half of the members to be women
•
to include third party-NGO/other body
•
2 persons amongst employees committed to cause of
women/ experience in social work/ legal knowledge
Term of committee : 3 years
9. What should the
Committee do on receiving
complaint?
•
If complainant wishes, Committee to settle the matter through
conciliation
•
Terms of settlement to then be communicated to Employer to
take action
•
If no conciliation is preferred, inquiry to be conducted by
committee
10. Relief to complainant during inquiry
During pendency of inquiry, complainant may be transferred or
given leave, if so requested
Person against whom complaint has been made can be
restrained from reporting on:
• work performance of complainant
• academic activity of complainant,
educational institution
where organization-
11. What should Committee do on completion
of inquiry?
A report of findings of committee to be given to Employer within
10 days
If allegation of sexual harassment is proved:
a) Action to be taken according to Rules
b) Compensation to complainant to be deducted from salary of
offender
12. Action that can be taken against offender
Written apology
Warning
Reprimand
Withholding increments/ promotion
Termination from service
Undergoing counselling session
Carrying out community service
13. How should compensation be
determined?
Having regard to :
a) mental trauma, pain, suffering and emotional distress caused to
complainant;
b) loss in career opportunity due to sexual harassment;
c) medical expenses incurred by victim for physical or psychiatric
treatment;
d) income/ financial status of offender;
e) feasibility of such payment in lump sum or in instalments
14. Submission of Annual Report
committee to prepare annual report
submit it to employer and the District Officer in the District where
organization is situated
annual report to include:
• number of cases filed
• disposal under the Act
• cases pending for more than 90 days
• number of workshops conducted
• nature of action taken by employer
15. Penalties
Act prescribes penalty for not
a) establishing Committee
b) submitting annual report
c)
submitting inquiry report
d) taking action against false complaint/evidence
And for contravention of other provision of Act/Rules
Penalty: Rs. 50,000
16. THANK YOU..
For further information on this presentation, please feel free to
contact:
Amrut Joshi (amrut@gamechangerlaw.com) or
Neha Rao (neha@gamechangerlaw.com)