Is your organization truly POSH Compliant or just compliant on paper?
For years, many organizations have treated the POSH Act as a checklist exercise: adopt a policy, constitute an IC, conduct a session, and move on.
The National Commission for Women (NCW) has now signaled that this approach is no longer enough. Its latest advisory recommends- mandatory POSH audits, State-level monitoring cells & district-level oversight, stronger Internal Committees (ICs) and Local Committees (LCs), enhanced transparency & use of the SHe-Box portal and stricter accountability for employers
Can a shared auto rickshaw be considered a ‘workplace’ under the POSH Act? The Bombay High Court recently answered this intriguing question in a judgment that is likely to influence how employees, Internal Committees, and legal practitioners understand the scope of the POSH Act.
Interestingly, the Court addressed a fundamental issue- whether the Internal Committee had the jurisdiction to conduct the inquiry in the first place?
The judgment explores the meaning of workplace and why jurisdiction is the first question every IC must answer before examining the merits of a complaint.
A recent admission by a well-known TV actress that her past sexual harassment complaint was not genuine has reignited debate on the misuse of workplace protections.
A recent admission by a well-known TV actress that her past sexual harassment complaint was not genuine has reignited debate on the misuse of workplace protections.
But the question is- when does a complaint actually become ‘false’ in the eyes of law? Is every unproven complaint a false complaint?What are the legal consequences of a false sexual harassment complaint?
