An advert by McDonald’s India has sparked outrage, with social media users calling it out for objectifying female employees. Read more.
HR experts however say that the current law is also weak on harassment as such. “While there are provisions under the IPC for sexual harassment, there are no direct provisions for workplace abuse and harassment of non-sexual nature,” Read more.
It’s crucial for organizations to have clear policies and procedures in place to prevent and address quid pro quo harassment, including providing training and support for employees, establishing a safe reporting mechanism, and taking prompt and appropriate action to investigate and address any complaints. Read more.
In India, where societal arm-twisting and obligations hinder women’s growth prospects and employment participation, any instance of sexual harassment can exacerbate their reluctance to participate in the workforce. Read more.
The Karnataka High Court on Monday disposed of a PIL seeking directions to the State’s Department of Primary and Secondary Education to issue a circular mandating all education institutes to establish an internal complaint committee (ICC) in the light of the Prevention of Sexual Harassment at Workplace Act. Read more.
“No doubt, the offence is serious and against the woman. The present accused, along with the other accused, alleged to have outraged the modesty and uttered such filthy language towards the complainant in the working place and tried to pressurise the complainant and employers.” Read more.
To ensure that the altruistic object behind enacting the PoSH Act is achieved in real terms, the apex court said the victims must be made aware of how a complaint can be registered, the procedure that would be adopted to process the complaint, the objective manner in which the ICC, LC or IC is expected […]
Our concern is Malayalam cinema as a workplace and not only sexual harassment, which is rampant unfortunately, but also about facilities, security, and so many things that others would for granted in other workspaces. Read more.
The protest began in January but was lifted within days with the assurance of an inquiry by the sports minister. Both the inquiry and the investigation started on the wrong foot. Violating clear directives of the POSH Act, WFI had no internal committee to look into the sexual harassment charges – a reason enough to […]
The employer has to ensure a safe, open and inclusive environment for the employees to work in. It’s important to make note of the situations that are occurring, especially if they fall into the category of illegal harassment. These instances should always get reported to either management or law enforcement. Otherwise, they’ll keep occurring. Read more.