Demystifying “Prevention of Sexual Harassment” at Workplace!!! Webinar Q & A Part 1 of 4
Handling PoSH issues of many kinds
Q: Can we possibly investigate harassment at the workplace on an anonymous complaint?
While the IC cannot act on an anonymous complaint, it need not ignore the contents of the email. If the contents of the email are clear, then IC must act on the same. To read more on this, please read this article published on People Matters: How to ensure confidentiality...
How Biases Affect Our Logical Thinking?
When YouTube launched the video upload feature on their app, 5-10% of videos were uploaded upside-down and this perplexed Google developers. Could such a large percentage of users be shooting their videos incorrectly? Google engineers had inadvertently designed the app for right-handed users. They never considered the fact that phones are usually rotated 180 degrees when held in a user’s left...
What if the witness refuses to speak in an Internal Committee inquiry?
Problem Statement:
As per CCTV evidence and the victim’s statements a witness was present when the incident occurred. But the witness feigns ignorance. This witness’s testimony is very crucial to the case. As an IC member, is there any action that can be taken?
Witness’s Right to silence.
The Constitution of India guarantees every person right against self-incrimination under Article 20...
FAQ’s on Webinar For POSH Conducted By NHRD June 16,2017
A Webinar conducted by KelpHR with NHRD on 16th June 2017 on the topic, Incidents Of Sexual Harassment of Women At Workplace and Best Practices. The following is the link of the webinar …. Experts have answered the following FAQ’s asked by our participants from various companies during the webinar session…..
1. What does the Law state about ICC and LCC? Please elaborate on...
Why CEO’s Are Still Against Implementing PoSH Compliance?
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into existence and enforcement from the year 2013 for the safety of woman at workplaces.
But, ‘why are the employers still hesitant or against implementing the Act’ in their corporate system?
The reasons vary:
* It takes the least priority as compared to the other legal policies...
THE CURIOUS CASE OF SMILEY’S !! :) ;)
Can smileys sent on WhatsApp land you in trouble and cost you your job? Can it be termed as Sexual Harassment?
Yes, as per the recent BSNL Sexual harassment case filed by a lady employee in Tuticorin. The context, type of smiley sent, the frequency and time when the message was sent needs to be factored in.
As per the Prevention of Sexual Harassment at the Workplace Act, 2013 (PoSH Act),...
FAQ’s On Beyond Compliance – POSH 2.0
A Webinar conducted by KelpHR with Peoplematters on 22nd March 2017 on the topic BEYOND COMPLIANCE – POSH 2.0 . The following is the link of the webinar …. Following are the FAQ’s asked by the participants from various companies during our webinar.
Q: What are the evidences the IC team should collect?
Response : The evidence to be collected will be based on...
WILL I LOSE MY JOB!!!
No. you won’t. This is the first thought that crosses our mind when we are in a dilemma – whether or not to complain about harassment we encounter at the work. Our country has legislations and rules to combat sexual harassment and it is our duty to foster change in our workplaces by using these instruments of law.
But before that, you need to be clear about what Sexual Harassment is. I...
If You are a Victim, how to deal with SEXUAL HARASSMENT !!!
If you are victim, how to deal with Sexual Harassment:
In my workshops, this is one of the most common question that people ask me. Not in the crowd but during the breaks or at the end of the session as an offline question, listing some of the common tips as below.
• Make it clear to the harasser that you consider the behaviour as harassment.
• Say a firm ‘NO’ and tell the person...
Confidentiality At Workplace
As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, Confidentiality is given at most importance, the Act defines the following:
Every aspect of an investigation should be kept confidential. Maintaining confidentiality is critical to the integrity of an investigation. There can be serious consequences for failing to ensure that confidentiality...
