Company Law : From Compliance To Culture: Redefining POSH Governance In Modern Corporate Era A Governance-Centric Analysis of Workplace Safety, ...
Corporate Law : Highlights that failure to act on workplace harassment complaints may be treated as abetment, attracting criminal consequences. Th...
Corporate Law : Emphasizes that organizations must shift from policy-based compliance to building a culture of safety rooted in accountability and...
Corporate Law : The POSH Act’s hybrid appeal structure often confuses litigants due to the absence of a defined appellate authority. Understandi...
Corporate Law : This article explains how Internal Committees under the POSH Act should handle harassment complaints, including evidence collectio...
Corporate Law : The Supreme Court ruled that ICCs can inquire into complaints against employees from different departments, ensuring procedural pr...
Corporate Law : The Supreme Court of India has issued strict, time-bound orders for all states to implement the PoSH Act by forming Local and Inte...
Corporate Law : Directions are given by the Hon'ble Supreme Court right from Visakato Aureliano Fernandez Vs. State of Goa and others in respect o...
Corporate Law : Supreme Court held that Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 mandates that in...
Corporate Law : Karnataka High Court held that the appellate authority under POSH Act, 2013, despite the absence of specific provision for grantin...
Company Law : The ROC Chennai imposes a penalty on Janaki Ram Steel & Power Ltd. for non-compliance with Section 134 of the Companies Act, 2013....
Company Law : Explore the MCA decision to reduce penalties for non-reporting related to the Internal Committee under POSH guidelines. Learn abou...
Company Law : Tunwal E-Vehicle India Pvt. Ltd. & its directors ordered to pay penalty for not maintaining its registered office under Companies ...
Company Law : Resonance Eduventures Limited, its MD & CEO, and CS face a penalty of 7 Lakhs imposed by Ministry of Corporate Affairs for not con...
Company Law : As per Rule 8 and 8A of the Companies (Accounts) Rules, 2014 other than one person Company or small company shall give a statement...
From Compliance To Culture: Redefining POSH Governance In Modern Corporate Era A Governance-Centric Analysis of Workplace Safety, Accountability and Institutional Responsibility Introduction The modern corporate environment is witnessing a significant transformation in the understanding of workplace governance and employee protection. Issues relating to dignity, inclusion, ethics, and accountability are no longer viewed merely as human […]
Highlights that failure to act on workplace harassment complaints may be treated as abetment, attracting criminal consequences. The key takeaway is that procedural inaction is no longer defensible.
Emphasizes that organizations must shift from policy-based compliance to building a culture of safety rooted in accountability and empathy. The key takeaway is that true workplace safety is achieved through proactive governance and leadership commitment.
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.
The POSH Act, 2013 is an Indian law made to protect women from sexual harassment at the workplace. It ensures that every office, company, or organization provides a safe and respectful working environment. Under this law, employers must create a system where complaints can be raised and properly handled. To check whether companies are following […]
The Supreme Court ruled that ICCs can inquire into complaints against employees from different departments, ensuring procedural protections under the POSH Act are maintained for aggrieved women.
