POSH Inquiries (POSH Compliance)

Draft a comprehensive policy that defines sexual harassment, outlines the consequences of misconduct, and explains the procedure for filing complaints. Make sure the policy is easily accessible to all employees.

Constitute an Internal Committee with a minimum of four members, including a senior woman employee as the Presiding Officer, two members with experience in social work or legal knowledge, and one external member from an NGO or legal background.

Organize training sessions and workshops to educate employees about the POSH policy, their rights, and the procedure for reporting harassment. Ensure all employees, including new hires, attend these programs.

Display the details of the POSH policy and the contact information of IC members prominently within the workplace. This ensures that employees are aware of whom to approach in case of any issues.

Ensure that all complaints are addressed promptly and with utmost confidentiality. The IC should conduct a fair and unbiased inquiry, respecting the privacy of all parties involved.

Keep detailed records of all complaints and the actions taken. Submit an annual report to the District Officer, including the number of cases filed, their resolution status, and any actions taken.

Provide necessary support to the victims of harassment, including counseling services and the option to work from a different location if required. Ensure that no retaliation occurs against the complainant.