The Programme for Healthy Work Environment

The Posh Training Program has been designed to operate as an easy comprehensive solution to meet the statutory requirements and compliances of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

Keeping in mind, the unique requirements and goals of the Act, our posh awareness training program will assess, evaluate and provide solutions so that your organization can derive best benefits of this legislation.

A quick road map for successful implementation of this initiative comprises of 4 Steps

1. STEP 1: PRE IMPLEMENTATION

   In this phase we will assess and evaluate the present level of understanding of this law within your workforce and try to identify the general awareness on the issues of sexual harassment. This will be done by conducting questionnaires or surveys and their assessment.

   As a parallel, we will assist and advice the management to form the Internal Complaints Committee (ICC) as required under the law.

   Once the ICC is constituted, the Organisational Policy will be formulated and finalised.

2. STEP 2: IMPLEMENTATION AND WORKSHOPS

   This is the main component of the program where the final Policy will be promulgated and circulated amongst the workforce. This will be followed by Workshops and Initiatives to sensitise the workforce on the intent of the Policy and the Act so as to prevent any ambiguities.

   Workshops will also be conducted for the members of the ICC which would be specially focused to enable them to perform their roles in an apt manner. Since the Senior Management and HR personnel require additional POSH training as their position at times is more accessible to the employees than to the Board or ICC, they will also be trained with that specific perspective.

3. STEP 3: COMPLAINTS REDRESSAL MECHANISM AND REPORTING

   This activity will involve creating a robust but convenient complaint redressal machinery. If, inspite of the initiatives, should there be a complaint then we will ensure a smooth and seamless redressal of the same in accordance with the provisions of the Act and Law. As we will be empanelled on the ICC, the entire complaint will be redressed under our supervision and in an unbiased manner.

   The Second aspect will be to file periodic reports on behalf of the organisation with the concerned regulatory authorities. We will ensure prompt compliance of the same by periodic reminders and assistance in preparing and filing the same.

4. STEP 4: POST IMPLEMENTATION

   It is not difficult to comprehend that given the nature of the initiative it certainly cannot be classified as a one-time activity for reasons as change in the Workforce, Change in managerial positions, updating and keeping pace with any judgements on this Act etc.

   Therefore, regular Refresher Posh Awareness Training courses should be run from time to time to achieve this objective.

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