Sexual Harassment (Prevention, Prohibition and Redressal) Act, 2013
Human resource professionals are responsible for creating a safe environment in an organisation and protecting it. They also have a huge contribution towards creating a positive and safe experience for employees in the workplace. Taking initiatives to stop any form of harassment and inculcating ways to convey that harassment will not be tolerated at any cost are also a part of creating a safe and positive working environment.
The Act is commonly known as POSH Act. The act aims to create a safe and conducive working environment for women and provide protection against sexual harassment.
Key Takeaways
Certain steps can be taken by HR in order to create a safe workspace, such as:
- Active participation in policy drafting and informing employees about the policy.
- Display the organization’s policy in conspicuous places of the organization.
- Ensure that the complaint process is smooth and the employees know the details about the Internal Complaints Committee (ICC) members.
- Coordinate with the Internal Committee members to organize training for employees, managers and IC members. The training should be conducted at least twice a year.
- Assist the complainant if he/she wishes to file a complaint under the Indian Penal Code and ensure their rights are protected.
When leaders of an organization have a clear vision that they have zero tolerance for harassment, it sends a very strong message to the employees and helps in creating a very respectful and harassment-free workplace. This conveys that everybody is equally treated, and discrimination in any form will not be entertained.
15 Laws and Regulation that every HR Manager should be aware of
HR Managers are responsible for shaping the overall growth of the company. Right from recruitment, induction, training and development to performance assessment and grievance resolution, they are responsible for the performance, retention, and satisfaction level of employees. From the legal point of view, Law plays a very important role in the duties of an HR Manager though it may not always be evident. For instance, hiring is accompanied by contracts, which are regulated by the Indian Contract Act, 1872. Firing may require one to follow the provisions of different contracts, ensure that any intellectual property created by an employee is protected in favour of the company, and that proper disciplinary actions take place if someone is being fired due to a breach of the code of conduct.
Table of Content
- Laws and Regulations that Every HR Manager should be Aware of
- 1. Sexual Harassment (Prevention, Prohibition and Redressal) Act, 2013
- 2. The Apprentices Act, 1961
- 3. The Maternity Benefit Act, 1961
- 4. The Payment of Gratuity Act, 1972
- 5. The Employees Provident Fund Act, 1947
- 6. The Factories Act, 1948
- 7. The Workmen’s Compensation Act, 1923
- 8. The Payment of Wages Act, 1936
- 9. The Industrial Disputes Act, 1947
- 10. The Payment of Bonus Act, 1965
- 11. The Employees State Insurance Act, 1948
- 12. Child Labour Regulations (CLR)
- 13. The Trade Unions Act, 1926
- 14. The Equal Remuneration Act, 1976
- 15. The Minimum Wages Act, 1948