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Say No to Sexual Harassment At Workplace with POSH Act PowerPoint Presentation

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Say No to Sexual Harassment At Workplace with POSH Act Presentation Transcript

Slide 1 - Say No to Sexual Harassment at the Workplace https://muds.co.in
Slide 2 - Unsurprisingly, sexual harassment of women in the workplace still occurs much too regularly. While it is most commonly seen between men and women, it may happen to anybody at any time. Sexual harassment, particularly in the workplace, can highlight the power struggle between superior and subordinate. It is critical that you understand that you can say no to sexual harassment. a subheading https://muds.co.in
Slide 3 - Types Of Workplace Sexual Harassment Sexual harassment has generally been classified into two types as per the Women Harassment Act Quid pro Quo Hostile work environment https://muds.co.in
Slide 4 - “Quid Pro Quo” literally translates to “this for that.” In the context of sexual harassment, this implies pursuing sexual favours or advances in exchange for job perks such as promises of advancement, greater salary, academic advancements, and so on. https://muds.co.in
Slide 5 - “Hostile work environment” is a less obvious but more common kind of sexual harassment. It usually entails working circumstances or behaviour against a female employee that makes it uncomfortable for her to be there. While nothing is offered or refused to the worker in this circumstance https://muds.co.in
Slide 6 - POSH Law Against Sexual Harassment The POSH Act intents to safeguard women at their respective workplaces from sexual harassment and, as a result, to foster a pleasant work environment for women and men. It creates a cheerful and healthy workplace which proportionally boosts employee productivity at the workplace. https://muds.co.in
Slide 7 - Every organisation with more than ten employees is required to form an Internal Accusations Committee (ICC) to address and resolve sexual harassment complaints. Each office or division of the business with at least ten workers must have an Internal Complaints Committee. Furthermore, under the law, each business with ten or more employees is compelled to form an ICC, even if no women work there. Compliance with POSH legislation is critical since the law permits other parties, such as contractors, clients, and others, who visit the organization’s facilities to make a complaint of sexual harassment that occurred at the workplace. POSH Act 2013 Compliance https://muds.co.in
Slide 8 - Final Takeaway Courts have been permitted to decide how businesses handle harassment for far too long. Harassment rates have hardly changed in decades. According to the research we and others have done, we can’t tackle the problem by labelling all males as potential harassers in training sessions or forcing victims to negotiate a complaint system structured to keep the accused from suing. https://muds.co.in
Slide 9 - Increasing the proportion of female CEOs and supervisors may also assist because women are less likely to respond adversely to training and are more inclined to trust victims who come forward with complaints. This may encourage victims to come forward and increase the likelihood of being satisfied with the complaint procedure. Posh lawyers play a crucial role in complying with the posh act 2013. For Posh training online as well as posh training offline, you can connect us at muds.co.in https://muds.co.in
 

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