S.No. |
Activity |
Timelines |
Actions to be taken |
1. |
Creating a Anti Sexual Harassment Policy for the organization |
Immediate |
The policy that is specific to the organization can be created with the help of experts in the field |
2. |
Constitution of an Internal Complaints Committee |
Immediate |
An ‘Internal Complaints Committee’ (“IC”) to hear and redress grievances pertaining to sexual harassment. The constitution of IC is prescribed under the PoSH Act |
3. |
Annual Report sent by the IC to the employer and District Officer containing details of the sexual harassment proceedings |
Annually (for each calendar year) |
To be furnished inĀ the prescribed format |
4. |
Sexual harassment must be recognized as a form of misconduct in the organization |
Immediate |
Incorporation in the employment contracts/ HR policy/ Sexual harassment policy. |
5. |
Issue certificate from the employees to evidence compliance |
Periodic |
The certificate should be in the form of a declaration that states the employee has not experienced any incident of sexual harassment in the organization. |
6. |
Display of posters/ notices in prominent places in the premises of the organization informing employees about zero-tolerance towards sexual harassment |
Immediate |
Posters with graphics can be prepared. The posters must also contain the information of the members of the IC. |
7. |
Sensitization workshops and seminars must be organized to inform the employees about their rights |
Periodic |
The format in which the workshops/ seminars can be decided by the organization |
8. |
Capacity-building programmes for the members of IC |
Periodic |
Training should be given to members of IC for conducting sexual harassment proceedings |
9. |
Informing new joinees about the zero-tolerance policy towards sexual harassment |
As needed |
The new joinees in the organization should be given sufficient training and information on what constitutes sexual harassment |
10. |
Prohibition from using the information technology assets for indulging in sexual harassment |
Immediate |
In the changed circumstances due to the pandemic a lot of organizations are working from home. The trend might even continue in the longer run. Therefore, sufficient modifications/ additions should be made in the new and existing PoSH policies to incorporate situations to cover instances of sexual harassment via IT |
11. |
Monitoring the performance and functioning of the IC |
Periodic |
Necessary knowledge is to be imparted including information as to amendments and judgments on the law |
12. |
Assistance to be given to the aggrieved employee to initiate criminal complaint in the police station |
As needed |
Guidance to be given to employee as to how to proceed with the filing of an FIR |
13. |
Implementation of gender neutral policies to afford adequate protection to male employees as well |
Optional |
Guides for male and transgender employees and formulation of gender neutral versions of the sexual harassment policy |
14. |
PoSH policy should be made applicable to all the offices including the main branch of the organization |
Immediate |
Sufficient knowledge between branches of the organization should be ensured to guarantee compliance at all levels |