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Edu4Sure Admin
- October 27, 2022
Are workplace harassment complaints handled effectively in your organisation? If not, it may be time to understand the essential steps to address PoSH (Prevention of Sexual Harassment) properly and build a safer work environment.
Workplace harassment is a critical issue, and employees must rely on the organisation’s formal, lawful channels for support. Under the PoSH Act, every company is required to submit an annual compliance report, ensuring that inappropriate or unlawful behaviour is identified, prevented, and addressed on time.
If you want your organisation to be fully PoSH compliant, here is a clear and practical guide outlining the key steps to address PoSH effectively.
Steps to Address PoSH
1. Form an internal complaints committee to address PoSH
The first step is to ensure that PoSH is properly implemented and applied. Therefore, we need to organize an internal committee to handle sexual harassment complaints.
Establish an ICC with ten or more employees to comply with the act’s requirements. Keep an external ICC member and 50% of the committee with female employees. In addition, try to have a woman serving as chairman to make the strategy more robust.
Make a provision so that the committee members are aware of the rules of the Act. If they are not, provide them with proper training. This can be the first step in addressing PoSH.
2. Drive training program
Have people with ICC who have the necessary experience and strength to act wisely based on the law. To strengthen the committee or channel, provide sufficient training to each department of the organization, from the top to the lowest.
Instruct all employees to be aware of the repercussions and consequences of non-compliance. The measure should clearly state and encourage appropriate behaviour. This will help employees about how they should interact with female coworkers in a professional code of conduct.
If you have any queries about such training programs, you can discuss them with our trainers.
3. Having a clear policy on sexual harassment
Every organization is expected to work on a PoSH policy with specific specifications. The policy should address topics including workplace harassment. It should give a clear explanation of ambiguous phrases, and detailed information about ICC and its external members.
In addition, include information on how to file a complaint. Do not miss to mention the dos/ don’ts for victims and the crime-committing party.
4. Make the policy a condition of employment
Before you hire a new employee, make sure they know the policy. So, include the policy in their employment contract. This would serve as a note to the staff, instructing them on how to act during working hours.
The employee should be completely informed of the implications of non-compliance with the policy ahead of time. They should know the actions against him in case of non-compliance with the rules.
5. Completing and submitting the annual report
Section 21 of the PoSH requires all organizations to file an annual report with the district office. This report must provide a summary of all complaints addressed by the ICC during the year, including the status of the investigation.
Non-compliance might result in a Rs. 5,000 fine, which could be doubled if the offence is repeated. If the non-compliance issues continue, revoke the license.
Final Words
In conclusion, PoSH is not only a formality but also a significant responsibility. Enterprises must adhere to and respond appropriately. It establishes a behavioural code of conduct for women to ensure a safe working environment. Following a systematic approach will ensure that your company is PoSH compliant.
FAQs: Steps To Address PoSH
1. Who should be part of the ICC to handle complaints effectively?
An ICC should have at least ten members, with half being women, one external member, and ideally a woman as chairperson. This ensures complaints are handled fairly and professionally.
3. Why is training such a big part of the steps to address PoSH?
Training helps employees understand what counts as harassment, their rights, and how to behave responsibly. It also equips the ICC to manage complaints correctly, so issues are resolved without confusion or delay.
4. How does including a PoSH policy in employment contracts help?
When the PoSH policy is part of the employment agreement, everyone knows the rules from day one. It sets expectations clearly and makes sure employees understand the consequences of not following them.
5. What happens if a company skips any of the steps to address PoSH?
Skipping steps like filing reports or training employees can lead to fines, legal issues, or even license problems. That’s why following all the steps properly is essential for a compliant and safe workplace.
Do you want training on PoSH? Connect with us at partner@edu4sure.com or call us at +91-9555115533.
