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Following a Compliance Notice issued on December 20, 2023, organizations are urged to fulfill the legal obligations outlined in the POSH Act, 2013 concerning the prevention, prohibition, and redressal of sexual harassment at the workplace. The Act mandates the establishment of an Internal Committee, and it is essential for organizations to take prompt action in this regard. The compliance directive emphasizes the requirement for the Internal Committee to submit an Annual Report, as per the specified format, to the District Officer. This report should provide a comprehensive overview of the organization's compliance with the POSH Act, covering the period from January 1, 2023, to December 31, 2023.
To ensure compliance with the POSH Act, organizations are directed to address various key components. Firstly, the Annual Report must encompass the Internal POSH policy, detailing the strategies in place for preventing and addressing sexual harassment in the workplace. Moreover, a commitment to cultivating a harassment-free environment should be evident through prominently displayed notices. Additionally, organizations are encouraged to raise awareness through workshops and seminars, emphasizing the importance of maintaining a gender-sensitive workplace culture. The establishment of an Internal Committee is crucial, with organizations expected to promptly adhere to its recommendations. Any directives issued by the Committee should be implemented within the specified timeframe. The Annual Report should comprehensively outline the proceedings of sexual harassment cases, including those pending and resolved, as managed by the Internal Committee. Non-compliance with the provisions of the POSH Act may lead to penalties as outlined in the legislation. The notification makes it mandatory for the organizations to promptly act on these responsibilities and further the aim of creating and promoting a safe workplace environment for everyone.
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