Corporate Law : The POSH Act mandates an Internal Committee for workplaces with ten or more employees. Failure to constitute the committee in the ...
Corporate Law : Employers with 10 or more employees must comply with mandatory POSH requirements, including forming an Internal Committee and fili...
Corporate Law : The article explains the scope, applicability, and safeguards provided under the POSH Act, 2013, including complaint mechanisms, I...
Corporate Law : The article explains the legal requirement for organisations with 10 or more employees to establish an Internal Complaints Committ...
Company Law : From Compliance To Culture: Redefining POSH Governance In Modern Corporate Era A Governance-Centric Analysis of Workplace Safety, ...
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...
Explore the evolving landscape of POSH policies post-COVID. Discover key amendments and crucial clauses for a comprehensive Sexual Harassment at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 compliant policy. Author Harsh Sarawgi sheds light on essential elements to ensure a safe, inclusive work environment.
During the first half of the 20th century the historical moments in the Indian context enabled public speech about the sexual violence. But this phase did not address the sexual violence faced by the disenfranchised and underprivileged woman.
A comprehensive look at the Prevention of Sexual Harassment at Workplace Policy. Understand its scope, definition, responsibilities, complaint mechanisms, and the company’s commitment to ensuring a safe work environment.
Eradicate workplace harassment! Explore the POSH Act 2013, addressing sexual harassment and sex discrimination at work. Learn about its key features, the role of employers, and the significance of an Internal Complaints Committee. Empower your workplace with knowledge and foster equality, respect, and empowerment.
In a judgment issued on May 12, SC highlighted serious lapses and uncertainty in implementation of Protection of Women from Sexual Harassment (PoSH) Act, which has forced many working women to leave their jobs.
The Prevention, Prohibition, and Redressal of Sexual Harassment at Workplace Act 2013, also known as the POSH Act, is a comprehensive legislation enacted in India to protect women from sexual harassment in the workplace. Its primary objective is to prevent such incidents from occurring, provide a mechanism for redressal of complaints, and ensure a safe and conducive work environment for women. This article provides an overview of the key provisions and scope of the POSH Act.
Stay compliant with the POSH Act! The Honble Supreme Court directs the Government to ensure workplaces follow the Sexual Harassment of Women at Workplace Act, 2013. Understand the regulations, compliance, and the constitution of Internal Committees.
Development of labour laws in India to protect women from sexual harassment at the workplace began with introduction of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
Issue of sexual harassment in the unorganized sector in India, its impact on workers, and the measures that can be taken to prevent it.
Resonance Eduventures Limited, its MD & CEO, and CS face a penalty of 7 Lakhs imposed by Ministry of Corporate Affairs for not constituting Nomination and Remuneration Committee as required by Companies Act, 2013.”
