Mohit is quite popular in the office for his mimicry and comedic timing and imitation of his colleagues. At times, the jokes can get out of hand and tend to take a vulgar tone, but that doesn’t stop his colleagues from having a laugh or two.

Vrinda, a new hire, does not appreciate Mohit’s behaviour and is planning to talk to HR about him.

Is she justified in doing so? Should Mohit be more cautious about how he speaks?

These are some of the questions that are addressed in the Prevention of Sexual Harassment (POSH) training sessions.

The Purpose of the Prevention of Sexual Harassment (POSH) Act

The POSH Act of 2013 seeks to protect women in India from sexual harassment at their workplace. Passed by the Lok Sabha on 3 September 2012, it came into effect on 9 December 2013.

As per the POSH Act, every company with 10 or more employees must have an Internal Committee (IC). This must include a Presiding Officer appointed from senior management, who must be a woman, one external member from amongst non-governmental organisations or a lawyer, and at least two members representing the employees of the organisation.

All complaints are made to this Internal Committee and the members must resolve every issue impartially. It is imperative that every incident is treated with utmost seriousness, irrespective of scale.

The POSH Act also aims to prevent instances of sexual harassment by requiring all employees of an organisation to undergo sensitisation training every year.

The Benefits of Being a POSH Compliant Organisation

  • Employees feel safe and secure
  • Employees enjoy their jobs better 
  • Improved collaboration and higher productivity among employees
  • Higher retention of employees

How Sannam S4 Can Help

Sannam S4 supports companies in setting up their Internal Committees and adhering to the specifications laid down under the POSH Act. We can help by:

  • Interacting with the organisation and assisting in member selection for the Internal Committee
  • Building on the capacity of Internal Committee members by providing useful Dos and Don’ts
  • Standing in as a representative for the Internal Committee as needed
  • Drafting a POSH policy
  • Conducting POSH awareness sessions for staff by designing posters and other means of communication
  • Providing advice and guidance on sexual harassment cases through effective interpretation of the POSH Act

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