Stop Sexual Harassment at Virtual Workplace with POSH Law - Muds Management

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Say No to Sexual Harassment at the Workplace
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Unsurprisingly, sexual harassment of women in the
workplace still occurs much too regularly. While
it is most commonly seen between men and women,
it may happen to anybody at any time.
Sexual harassment, particularly in the workplace,
can highlight the power struggle between
superior and subordinate. It is critical that you
understand that you can say no to sexual
harassment. a subheading
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Types Of Workplace Sexual Harassment

• Sexual harassment has generally been classified
  into two types as per the Women Harassment Act
• Quid pro Quo
• Hostile work environment

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Quid Pro Quo literally translates to this for
that. In the context of sexual harassment, this
implies pursuing sexual favours or advances in
exchange for job perks such as promises of
advancement, greater salary, academic
advancements, and so on.
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Hostile work environment is a less obvious but
more common kind of sexual harassment. It
usually entails working circumstances or
behaviour against a female employee that makes it
uncomfortable for her to be there. While nothing
is offered or refused to the worker in this
circumstance
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POSH
Law Against Sexual Harassment
The POSH Act intents to safeguard women at their
respective workplaces from sexual harassment and,
as a result, to foster a pleasant work
environment for women and men. It creates a
cheerful and healthy workplace which
proportionally boosts employee productivity at
the workplace.
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POSH Act 2013 Compliance
Every organisation with more than ten employees
is required to form an Internal Accusations
Committee (ICC) to address and resolve sexual
harassment complaints. Each office or division
of the business with at least ten workers must
have an Internal Complaints Committee.
Furthermore, under the law, each business with
ten or more employees is compelled to form an
ICC, even if no women work there. Compliance
with POSH legislation is critical since the law
permits other parties, such as contractors,
clients, and others, who visit the
organizations facilities to make a complaint of
sexual harassment that occurred at the workplace.
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Final Takeaway
Courts have been permitted to decide how
businesses handle harassment for far too long.
Harassment rates have hardly changed in decades.
According to the research we and others have
done, we cant tackle the problem by labelling
all males as potential harassers in training
sessions or forcing victims to negotiate a
complaint system structured to keep the accused
from suing.
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Increasing the proportion of female CEOs and
supervisors may also assist because women are
less likely to respond adversely to training and
are more inclined to trust victims who come
forward with complaints. This may encourage
victims to come forward and increase the
likelihood of being satisfied with the complaint
procedure. Posh lawyers play a crucial role in
complying with the posh act 2013. For Posh
training online as well as posh training offline,
you can connect us at muds.co.in
https//muds.co.in