Putting into effect the roadmap for making India a $5 trillion economy by 2027-28, the Government continues to focus on growth at the macro level and complementing it with all-inclusive welfare at the micro level, promoting digital economy and fintech, technology-enabled development, energy transition and climate action and relying...
Read MoreCompliance checklist has been mandated by the Additional Deputy Commissioner of Gurugram, Haryana, under the POSH Act, which applies to all non-governmental organizations including companies, hospitals, banks, labs and schools, etc w.e.f December 20, 2023. Non-formation of IC and failure for submission of annual report will attract the penalty...
Read MoreIt is essential to understand which actions do not fall under “direct” or “indirect” sexual harrasement under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013’. Below are such examples. 1.REQUIRING PERFORMANCE TO JOB STANDARDS Employer can ask for better performance as per minimum job standards...
Read MoreWhile the Vishaka Guidelines were confined to the traditional office set-up, recognizing the fact that sexual harassment may not necessarily be limited to the primary place of employment, the POSH Act has introduced the concept of an ‘extended workplace’ In accordance with Section 2(o) of the Act, a ‘workplace’...
Read MoreGiven below is the Maharashtra government’s circular on constitution of Internal Complaints Committee (ICC) Akansha Rathi and Associates (ARACS), Company Secretary Firm in Navi Mumbai is engaged into compliance related services. We have a team of experts who not only possess required skills and experience but also have worked in complex...
Read MoreARACS ensures organizations comply with the POSH Act by developing comprehensive sexual harassment policies, conducting training and awareness workshops, and forming and training Internal Complaints Committees (ICC). These services include establishing clear complaint handling procedures, providing support for victims, and conducting compliance audits. We ensure proper documentation and reporting as per legal...
Read MoreAnnual report under Section 21 of Prevention of Sexual Harassment at the Workplace Act of 2013. ARACS ensures organizations comply with the POSH Act by developing comprehensive sexual harassment policies, conducting training and awareness workshops, and forming and training Internal Complaints Committees (ICC). These services include establishing clear complaint...
Read More• Act aimed to provide protection to women against sexual harassment at their workplace • Provides a mechanism for redressal of complaints of sexual harassment. • As per the Act “Workplace” includes any place visited by the employee arising out of or during the course of employment, including...
Read MoreI) Background of the Act Workplace sexual harassment in India, was for the very first time recognized by the Supreme Court of India (“Supreme Court”) in its landmark judgment of Vishaka v. State of Rajasthan (“Vishaka Judgment” or “Guidelines”), wherein the Supreme Court framed certain guidelines and issued directions...
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