Shweta Singh

I am a dual-qualified lawyer (India and USA (LL.M)) with nearly 15 years of diverse work experience. My work encompasses cross-border transactions involving EMEA, APAC and Americas, compliance on data protection, contract management, debt recovery, NCLT, risk management, receivables management, PoSH and general corporate matters. As a legal professional, I have had opportunities to work on both sides – India as well as in USA as an in-house counsel for reputed MNCs, NGOs, start-ups, law firms in various capacities which has helped me become a seasoned and a versatile professional with leadership and management capabilities.

Current serving as EM

1. Participation in Internal Complaints Committee (ICC) Proceedings: Act as an impartial, external member during ICC meetings, ensuring unbiased and transparent proceedings. Provide expert guidance on POSH law and its proper implementation within the organization. 2. Case Investigation & Fact-Finding: Conduct thorough investigations by interviewing the complainant, respondent, and witnesses. Gather and review evidence to ensure fair treatment and objective analysis of the case. 3. Assistance in Drafting Reports: Draft investigation reports, findings, and recommendations in line with the Sexual Harassment of Women at Workplace Act (or equivalent). Help the committee prepare case closure documents and submit reports to authorities as per legal guidelines. 4. Compliance Advisory: Advise the organization on legal obligations under POSH laws, ensuring that the organization’s policies are updated and aligned with statutory requirements. Guide HR teams on best practices for managing and preventing sexual harassment in the workplace. 5. Mediation & Conflict Resolution: Assist in resolving conflicts and cases through mediation, helping parties reach amicable solutions where appropriate. Recommend appropriate corrective actions or disciplinary measures in cases of substantiated harassment. 6. POSH Policy Development & Review: Help companies draft, review, and implement POSH policies and procedures. Ensure that the policy is communicated effectively to all employees and embedded in the company culture. 7. Training & Awareness Programs: Facilitate training sessions for employees and management on POSH laws, the ICC process, and gender sensitivity. Educate committee members on their roles, responsibilities, and handling of cases. 8. Legal Updates & Compliance Checks: Provide periodic updates on legal changes related to sexual harassment laws and ensure organizational compliance. Conduct audits and reviews of the company’s POSH compliance, including regular monitoring of grievance redressal mechanisms. 9. Support for Appeals & Legal Proceedings: Offer expert advice in the event of appeals, including assistance in revisiting findings or representing the committee in legal matters, if required.

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