"Smt Aarti Jain qualified her Company Secretary in year 2003 and subsequently LLB from Delhi University in year 2006. She has served on the Board of different companies as Independent Director. She is also a proud Member of the NGO Pink & Blue- A Symbiotic living, the NGO is actively engaged in spreading awareness about the availability of recourses under the Prevention of Sexual Harassment at Work Place and creating a symbiotic working environment for both Men and Women. CS Aarti Jain with over 22 years of expertise in the domain of corporate governance, compliance, and regulatory advisory, is the Proprietor of M/s. Jain Aarti & Associates, a Peer Reviewed Firm (Certificate No. 1213/2021), which operates on a trusted retainership model. We have successfully assisted businesses across industries in navigating complex legal frameworks and meeting their compliance requirements. Our comprehensive services cover a broad spectrum, tailored to the individual needs of each client, ensuring their peace of mind. "
The POSH Act’s hybrid appeal structure often confuses litigants due to the absence of a defined appellate authority. Understanding the correct forum is key to avoiding rejection and delays.
This article explains how Internal Committees under the POSH Act should handle harassment complaints, including evidence collection, neutrality checks, and drafting legally sound investigation reports.
Courts have held that merely forming an Internal Committee is not enough under Section 19(b) of the POSH Act. Employers must display IC details and penal consequences at a conspicuous place, failing which fines up to ₹50,000 and stricter penalties may follow.
Section 4(3) caps Internal Committee membership at three years per nomination. Failure to reconstitute properly can invalidate inquiries.
Many companies risk invalid inquiries due to wrongly formed Internal Committees and untrained members. Proper constitution and legal preparedness are essential for enforceable outcomes.
Learn about an employer’s duties under the PoSH Act, including creating a safe environment, forming an IC, providing training, and prompt action on complaints.
A guide to corporate resolutions under the Companies Act, 2013. Learn about different types, including Board and Special Resolutions, with examples and templates.
Learn the definition of an “aggrieved woman” under the PoSH Act. The guide details how to file a sexual harassment complaint, from writing to resolution.
Secretarial Audit is a corporate governance tool that analyzes a company’s balance sheet to ensure financial transactions comply with laws and regulations.
Learn about the committees and procedures for filing a sexual harassment complaint under the POSH Act, including the roles of the IC and Local Committee.
