In a progressive move toward safer workplaces, the Nagaland Government has formally notified a Secretariat-level Internal Complaints Committee (ICC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act).
This development comes at a time when ethe Supreme Court of India continues to closely monitor the implementation of the POSH framework across states and Union Territories.
To know more about this, read the article for clarity and key takeaways: https://ssrana.in/posh-law/articles/nagaland-notifies-secretariat-level-icc-amid-ongoing-review-by-the-supreme-court-of-india/
Does conciliation under the POSH Act close the door on all further action?
A recent judgment has clarified an important distinction under the POSH Act. While Section 10(4) bars the Internal Committee/Local Committee, as the case may be, from conducting any further inquiry once a settlement is reached, it does not extinguish the employer’s independent disciplinary powers under applicable service rules.
To know more about this ruling, read our article: https://ssrana.in/posh-law/articles/conciliation-under-posh-act-does-not-bar-employer-from-initiating-independent-disciplinary-proceedings/
Conducting POSH and Gender Sensitization Sessions are no longer merely an ethical or organizational best practice- it is a statutory requirement which extends beyond corporate workplaces and applies across all sectors including educational institutions.
In this context, our SSR POSH Team conducted an insightful and engaging POSH and Gender Sensitization Session for a batch of recently Elected Student Representatives of an educational institute, focusing on building awareness around respectful conduct, understanding boundaries.
The session also aimed at educating the participants about the legal steps and recourses available with the victims for reporting the complaints of sexual harassment to enable the participants to make informed choices when lending a help hand.
