We are proud to announce that we excel in implementing and make your company PoSH( Prevent of Sexual Harassment at the workplace)-compliant. We ensure in building a positive and ethical workplace environment by training and educating employees on the provisions of the PoSH Act. We deliver specialised training to IC members and conduct PoSH Audits. We make the employees aware of diversity and how to take advantage of it.
Our PoSH Offerings
Formulation of PoSH Policy
We provide assistance in drafting/ reviewing PoSH policy for our clients which is in line with the organization’s values and the guidelines of the Supreme Court.
Sensitivity training to employees
Employees are sensitized either in-house or virtually by PoSH experts. They make employees aware of the do’s and don’ts of PoSH and the fundamental learning of the law
External Member Support
Our expert act as one of the leading External member across India. She has investigated and provided an unbiased perspective to 80+ live cases in only 4 years.
Training to IC members
Our experts train the IC members giving them a deep insight into the legal framework as well as policies and processes associated with PoSH. IC members are educated on how to handle and investigate if any such case arises.
Formation of IC
Our expert team helps you in formulating an unbiased and competent IC member team.
We also provide organizations with customizable PoSH posters highlighting IC members for display at the workplace as mandated by the Supreme Court.
Our team of experts also conducts regular audits, conducts surveys to get feedback from employees and interact with random samples to know the level of awareness amongst the employees.
Train the trainer
With such a rich experience in PoSH, we also train the individuals and certify them on how to educate and sensitize employees on PoSH.
Ensure Your Organization
It has now become vital for every organization to have a PoSH policy in place for the betterment of their employees. Is your organization PoSH-ready or any PoSH related queries or workshop programmes, feel free to contact us for a free consultation.
We are delighted to announce our successful expertise on the implementation of PoSH-act covering 9500+ employees of 60+ organizations so far. We have delivered sessions and sensitised employees from MNCs, government sector, start-up, educational institute and small to medium-sized industries (SME) covering sectors such as IT-ITES, manufacturing, BFSI, automobile, educational, real-estate and construction.
Why Your Organization Need To Be PoSH Complaint?
Most of the studies show having diversity in the workplace not only improves work culture but also makes companies more productive and profitable. The challenge is how to make the workplace inclusive and diverse. There is the conscious effort required to achieve this. The main challenge faced in improving gender diversity is that there are more and more women who are dropping after joining workplaces. The fact is social norms and also real or perception of the feeling of insecurity at workplaces are two main reasons. To help ensure women a safe and healthy work environment, the Government of India has put in place The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“Sexual Harassment Act”).
The fact that there are more females getting dropped out of the workplace and many not even considering joining, owing to insecurity perception at the workplace, has translated in far from equal gender ratio. This act has helped in creating a concrete platform for female employees to report harassment incidents more openly.
Ever since its inception, sexual harassment at the workplace is legally a crime. The act prompted companies to set up Internal Committees (IC) to comply with the requirements mandated by the law. However, as per the FICCI-EY report 36% of Indian companies and 25 percent of MNCs had not arranged for an IC in their organizations.
Here is where our team comes into the picture. We, at Open Hand Solutions, help prepare your organization for a safe and positive work environment for your employees At OHS, we lay down to register a checklist of compliances of the organization. These include a properly constituted IC, providing training in order to create awareness amongst employees, orientation and skill-building for the IC, and displaying the consequences of sexual harassment through posters and signage at the workplace, to name a few.
Quick PoSH Guide
ELUCIDATING ‘SEXUAL HARASSMENT’ UNDER PoSH
The Act describes sexual harassment quite vastly, including ‘quid pro quo’ harassment, which easily understandable as returning favours. Examples like promises made for advancement in a career in exchange for sexual
Sexual harassment does not have to involve just physical contact but also enfolds sexual remarks or comments, sexually explicit or obscene pictures and inappropriate advances which are made directly or via any other social
In addition to the office of the employer or employee, any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for the purpose of commuting to and from the place of employment, will constitute a workplace. Social settings endorsed or financed by the employer, remote and virtual offices are also considered a workplace under POSH law.
The act goes beyond protecting the working female employees of the organization, a client or a customer or a visitor can easily claim the protection under this act. The definition of employee is vast and envelopes:
- Temporary and ad hoc employees
- Contract workers, apprentices, trainees and probationers.
- Individuals who are engaged on a daily wage basis and voluntary basis.
The act mandates an employer to set up an ‘Internal Committee’ (IC) at every office or branch of an organization employing at least 10 employees or more.
It lies on the shoulder of an employer to ensure a safe and healthy work environment, certain measures in this aspect include:
- Publication of PoSH-related policies
- Sensitizing the employees and delivering awareness training and workshops.
- Details of IC or LC
- Awareness of external member
- Due training of IC in handling investigations and sensitive cases.
- Displays of the posters along with contact email or number where employees can report in confidence.
It is imperative to include a senior-level female employee as the chairperson, also known as the Presiding officer. The sole purpose of the Presiding officer being a female is the easily approachability by the aggrieved employees. Apart from that, at least two members should belong from the organization. To have an unbiased outlook, an external member is always included as a member of ICC.
Addressing PoSH- Complaints
- Filing Complaints: The victim can directly file the complaint with IC, in writing, within 90 days of the date of the alleged incident of sexual harassment. This deadline can be extended stating the valid reason what restricted the victim to lodge the complaint on time.
- Inquiry: It is the duty of IC to complete the investigation process and give recommendations within 90 days of receiving the complaint.
- Documentation of Report: The IC must submit the full report to the employer in 10 days of completion of the inquiry.
- Implementation of recommendations: The employer must implement the recommendations suggested in the report prepared by the IC within 60 days of receipt.
- Appeals: If the aggrieved employee is still unsatisfied she/he can appeal. All appeals must take place within 90 days of the recommendations being suggested.
1.What is done in case of a false complaint?
Filing a false complaint is treated as a punishable offence. Anybody who is found guilty of lodging a false complaint can face the same punishment as one who is guilty of sexual harassment.
2.Is it only for females?
The act doesn’t just protect the females. Organizations have now opted for a gender-neutral Anti-Sexual Harassment Policy. This would mean that within the organisations, irrespective of your gender, you can raise a complaint. There is no protection or favourable action against a specific gender. If found guilty the action is taken in a fair manner.
Open Hand Solutions has one of the most astounding team of seasoned professionals who have the distinct capabilities to outshine client expectations, each time. Their expertise in POSH implementation, industry relationships has impelled them as one of the best in the business practices.”