UnBoundLearns’ user-friendly POSH module is perfectly curated to educate workforce on various dimensional aspects of sexual harassment with an ultimate aim to enhance mutually respectful workplace environment that promotes congenial relationship between associates.
Approach & Methodology: Our training is not about imparting boring gyaan/lectures. We tell the POSH stories that people remember. We ignite true POSH Compliance with: Overview of the POSH Act Case Studies with Highlights Stories from the Workplace Interactive Sessions Legal Viewpoint Audio/Video Media Program Objective: Participants will be able to describe / define & understand: Gender Issues & Discrimination Sexual Harassment Workplace Related Judicial Pronouncements Provisions of the Act Internal Complaints Committee (ICC) Duties and Roles of ICC Third Party Harassment Role of an Employer Preventive Policies (organization) Organizational Best Practices Conduct and Service Rules Steps to Conduct Inquiry
- Provide hand holding support in the functioning of the IC - Assist the IC in conducting the Inquiry if/when there is a complaint. - Record the minutes of the regular meetings. - Prepare the content on the functioning of the IC in the Annual Report of the organisation. - Assist the Employer in conducting awareness training for all the employees. - Conduct Orientation programme for the members of the IC. - Give appropriate advice as and when called for to the members of the IC and to any employee who has approached. - Ensure total compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Through case laws it has been established that the External Member should be: - Be totally involved with all the IC proceedings - Must make sure that the proceedings are happening according to the principles of natural justice. - Make efforts to co-ordinate the functioning of other IC members. - Ensure the implementation of law as per the procedures established. - Ensure healthy and comfortable workplace and ensure that workplace harmony is restored in case of sexual harassment incidents.
- Creating a safe space to discuss and listen to the petitioner - Assist in creating enquiry and notice to the respondent - Assist in analysing both the parties' response - Creating conducive environment for counselling and discussion of cases - Assisting enquiry and investigations - Providing advice based on the investigations.