The Ministry of Women and Child Development enacted and implemented the POSH Act 2013 following 16 years of Vishaka. This Act defined the terms Sexual Harassment, Employee, Workspace, Employer's Roles and Responsibilities, Internal Complaints Committee, Complaint Policies and Procedures, Punishments and Remedy, and Measures to Prevent Sexual Harassment through Courses and Education.
Sexual harassment not only produced an uneasy and uncomfortable workplace, but it also had an impact on the woman's employee productivity. It also harmed their social and economic development, as well as putting them under a great deal of mental, personal, and psychological strain.
The statute mandated that all firms with ten or more workers establish an Internal Complaints Committee to handle sexual harassment complaints. The primary goal of this act is to safeguard women at work. It assures that sexual harassment of working women is avoided in the workplace, and that those who commit such an act are dealt with harshly.
This article analyzes the necessity to extend the POSH Act 2013's protections to online office spaces by examining the legislation's field of vision and scope in the context of specific judicial judgements, therefore providing victims with similar protection as it provides in conventional workplaces.
The Employer's Role in the Posh Act 2013 Implementation
You may learn more about our POSH Employee Awareness on MUDS by visiting this page. Internal Committee members must be educated on their obligations and functions. Here is a link to our POSH Act 2013 for IC Members eLearning.
Provide all essential resources and information to the Internal Committee or Local Committee investigating sexual harassment charges.
Make certain that both the complainant and the respondent are present throughout the investigation.
If the complainant decides to submit a police report, assist her.
If the complainant requests it, or if the respondent is a third party, report an employee's sexual harassment allegation to the police.
In any visible location in the office, post the penalties of sexual harassment and the details of the Internal Committee.
You may learn more about our POSH Employee Awareness eLearning by visiting this page. Internal Committee members must be educated on their obligations and functions. Here is a link to our POSH Act 2013 for IC Members eLearning.
Provide all essential data and knowledge to the Internal Committee or Local Committee investigating sexual harassment charges.
Make certain that both the complainant and the respondent are present throughout the investigation.
If the complainant decides to submit a police report, assist her.
If the complainant requests it, or if the respondent is a third party, report an employee's sexual harassment allegation to the police.

POSH E-learning Traning Course
Women are breaking down boundaries and functioning in every industry today. Simultaneously, women are sexually harassed at work for a variety of reasons, including demonstrating organisational dominance, in circumstances of increment/promotion, or because women are perceived as the weaker gender in society.
The POSH Act was enacted by the Indian government to safeguard any woman who is subjected to sexual harassment at work by any employee, manager, or third party.
The POSH online training course will assist individuals in better understanding the protection, restriction, and rectification of workplace harassment, allowing firms to establish a safe working environment for female workers.
Anyone interested in learning more about workplace harassment as well as how to combat it can take this workshop. If it is restricted exclusively to organisations, however, the training will be useful for:
ICC
Organizational leaders.
The Management Group.
Employees or employers of any kind.