All the provisions are very nicely explained. I have a question. If an agrrieved women directly approches the Police and lodge and complaint and then the police forward the complaint to the employer. Should the ICC take up this case suo moto or should the ICC should act only on receipt of direct complaint from the agrrieved women.
As per law, an ICC can only take up a complaint if the same is forwarded by the complainant or else any person authorised by her in the event of her inability to file it herself. The ICC cannot take up any complaint sue Moto.
Madam, kindly suggest how can an employer form an IC if the employer has 10 employees but the employer has no female employees in the company. It is the only company of the employer and there is no other sister company, or no other division or no branch.It is a start up company but POSH Act is applicable as they have touched the employee count 10. Kindly suggest.
Recently in a trainers' group someone posted that Men and other genders can also lodge a complaint now a days and IC can be assigned such cases. She claims that many organisations are following this policy and if your organisation drafts a gender neutral PoSH policy, both men and women can complain. Is this true? Is it possible or a separate policy needs to be drafted for complaints related to men as complainants.
The IC cannot take up a complaint filed by a man. An organisation that has a gender neutral policy can certainly take up matters that are filed by men ut in that case too, the IC will not be investigating them. The HR will have to look upon those matters as the POSH Act specifically states that only a woman can be a complainant under the POSH Act.
Mam I am external member of ICC, one of the organizations/ corporate having 35 units then in this case do external member mandatory to visit every units for training/workshops. I will wait for you reply
A POSH complaint can only be raised by a woman. Whether it is raised against another male or a female is immaterial but as per law, only a female can be a complainantnunder this act.
Amazing detailed lecture thanks a lot. Gives a lot of insights 😊🎉
Thank U! always a pleasure to know that one has made a difference!
Madam, you are Super Trainer 👏👏
As POSH is a civil matter, on whom the onus of producing the evidences lies?
All the provisions are very nicely explained. I have a question. If an agrrieved women directly approches the Police and lodge and complaint and then the police forward the complaint to the employer. Should the ICC take up this case suo moto or should the ICC should act only on receipt of direct complaint from the agrrieved women.
As per law, an ICC can only take up a complaint if the same is forwarded by the complainant or else any person authorised by her in the event of her inability to file it herself. The ICC cannot take up any complaint sue Moto.
@@SwatiJindalGarg-AOR Many thanks
Mam plz provide complete posh traning vedio?
Madam, kindly suggest how can an employer form an IC if the employer has 10 employees but the employer has no female employees in the company. It is the only company of the employer and there is no other sister company, or no other division or no branch.It is a start up company but POSH Act is applicable as they have touched the employee count 10. Kindly suggest.
In some companies it is not followed at all for name training are there. What yo do?
Good afternoon madam, may I have please have the ppt. I have to deliver a lecture on the topic as a resource person tomorrow. Please help me.
Madam,
what an eye opening session.
I just could not found, one meeting in a quarter in the Act?
Pls guide
Time and again wuarterly meetings have been suggested by the courts in order to improve awareness
Samay Raina 🎉
Hindi me bhi video bNaye plz
Can the complainant ask for statements of witnesses and respondent which are recorded during interviews?
No it's confidential
Of course! This is a matter of her right and she cannot be denied the same as per law
Plss send PPT of this low
Can the leaves will be taken after 90 days of the inquiry in case the inquiry is getting delayed/extended?
No leaves beyond 90 days are permissable as per the act
Recently in a trainers' group someone posted that Men and other genders can also lodge a complaint now a days and IC can be assigned such cases. She claims that many organisations are following this policy and if your organisation drafts a gender neutral PoSH policy, both men and women can complain. Is this true? Is it possible or a separate policy needs to be drafted for complaints related to men as complainants.
Most organisations these days have a gender neutral
Policy but in that case the complaint shall be taken up by the HR and not the IC
The IC cannot take up a complaint filed by a man. An organisation that has a gender neutral policy can certainly take up matters that are filed by men ut in that case too, the IC will not be investigating them. The HR will have to look upon those matters as the POSH Act specifically states that only a woman can be a complainant under the POSH Act.
Mam I am external member of ICC, one of the organizations/ corporate having 35 units then in this case do external member mandatory to visit every units for training/workshops. I will wait for you reply
Yes
Yes it is compulsory to train all units
Is it that the PoSE Act gets activated the moment a Male is involved in sexual harrasment activity?
If a male is not involved then what?
A POSH complaint can only be raised by a woman. Whether it is raised against another male or a female is immaterial but as per law, only a female can be a complainantnunder this act.
Mam kya accused person ko information letter external member bhejaga
no. It is sent by ICC
All communications are through the IC
Mam, can the term of IC members be exceeded for more than 3 years in any case?
Can the leaves will be taken after 90 days of the inquiry in case the inquiry is getting delayed/extended?
Every IC must be reconstituted every 3 years
Madam, kindly give your email id. I am a presiding officer working in the department of WCD and i have many confusion.
pls call at 9911232024