With the enactment of the 2013 Act it would arise in a wide range of employment relationships. Employer Liability arises in both Law depending upon the type of the workplace involved. It is the duty of the employer to organize workshops and awareness programmes at regular intervals for sensitizing the employees with the provisions of the Act and orientation programmes for the members of the Internal Committee. 

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The programme is designed as below:

• Awareness session for all employees

• Capacity building training for IC members.

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Awareness Session:

• Indepth awareness on the PoSH Act and individual responsibilities.

• Employee is cautious and knows on how to deal with such situations.

• Has an in-depth awareness on employer obligation and liabilities.

• Learning via Case-studies.

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Capacity building training for IC members:

• Indepth awareness on the PoSH Act :Definition, Scope, Types and Criteria.

• Interpretation of terms like Employer, Employee, Workplace, principles of natural justice. Enquiry under the Act ,The do's & Don'ts under the Act,

• Details  about What is an IC? Who can be an External Member? Is there any fee for the External Member? How to constitute an IC?Is there a term for the IC? Can an IC member be removed before completion of the term?

• Actions to be taken in case of conflict of interest 

• Actions to be taken to avoid bias.

• Points to be kept in mind from receipt of a complaint to completion of an enquiry in addition to general responsibilities.

• Documentation to be done in case of an enquiry.

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Recent Amendments

 

Key Takeaways :

• Full knowhow on the PoSH Act, 2013

• Process of the redressal mechanism

• Responsibilities of employees and of employers

• Certificate of Participation

• Networking and connect for future amendments.

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