Features of the Act

Features of the Act

Let us discuss some features of the Posh Act 2013- 

• The Act defines sexual harassment at the workplace and creates a mechanism for redressal of complaints. It also provides safeguards against false or malicious charges.
• The Act also covers concepts of ‘quid pro quo harassment’ and ‘hostile work environment’ as forms of sexual harassment if it occurs in connection with any act or behavior of sexual harassment.
• The definition of “aggrieved woman”, who will get protection under the Act is extremely wide to cover all women, irrespective of her age or employment status, whether in the organized or unorganized sectors, public or private, and covers clients, customers, and domestic workers as well.
• While the “workplace” in the Vishaka Guidelines is confined to the traditional office set-up where there is a clear employer-employee relationship, the Act goes much further to include organizations, departments, offices, branch units, etc.
• The Committee is required to complete the inquiry within a time period of 90 days. On completion of the inquiry, the report will be sent to the employer or the District Officer, as the case may be, they are mandated to take action on the report within 60 days.
• Every employer is required to constitute an Internal Complaints Committee at each office or branch with 10 or more employees.
• The Complaints Committees are required to provide for conciliation before initiating an inquiry if requested by the complainant.
• The inquiry process under the Act should be confidential and the Act lays down a penalty of Rs 5000 on the person who has breached confidentiality.
• The Act requires employers to conduct education and sensitization programs and develop policies against sexual harassment, among other obligations.
• Penalties have been prescribed for employers. Non-compliance with the provisions of the Act shall be punishable with a fine of up to ₹ 50,000. Repeated violations may lead to higher penalties and cancellation of license or registration to conduct business.
• The government can order an officer to inspect the workplace and records related to sexual harassment in any organization.

Go back to Tutorial                                                                                Go to Home Page