What is Local Complaints Committee?

The POSH Act (Prevention of Sexual Harassment at Workplace Act, 2013) and the POCSO Act (Protection of Children from Sexual Offences Act, 2012) are two landmark legislations in India that aim to protect individuals from sexual misconduct and abuse. While both laws address different contexts and demographics, they are united in their mission to uphold dignity, safety, and justice. The POSH Act, 2013 The POSH Act was enacted in response to the increasing awareness of sexual harassment in workplaces. The law is based on the Supreme Court’s guidelines laid down in the famous Vishaka judgment of 1997. Its primary objective is to provide a safe and secure working environment for women. Key Features of the POSH Act The act defines sexual harassment as unwelcome physical, verbal, or non-verbal conduct of a sexual nature. It applies to all workplaces, including private organizations, public sector units, NGOs, and even domestic workers. Organizations with 10 or more employees are required to c...

The role of Internal Committee (IC) members in addressing workplace harassment is pivotal in creating safe and inclusive environments. As custodians of the prevention, prohibition, and redressal framework laid out by the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act), IC members need a diverse skill set to effectively handle cases. This article delves into the key skills required by IC members to navigate the complexities of workplace harassment cases. 1. Legal Acumen: A fundamental skill for IC members is a sound understanding of the legal framework governing workplace harassment. Familiarity with the POSH Act and related regulations equips IC members to interpret and apply the law accurately during investigations, ensuring that the organization remains compliant. 2. Empathy and Sensitivity: Dealing with workplace harassment cases requires a high degree of empathy and sensitivity. IC members must be attuned to the emotional w...

As workplaces evolve and technology becomes increasingly integrated into daily operations, a notable trend is emerging in the realm of addressing workplace harassment: the use of artificial intelligence (AI) and technology. This innovative approach is revolutionizing the way organizations prevent, identify, and address harassment, aligning with the mandates of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act). This article explores the pioneering role of AI-driven tools in reporting, monitoring, and ensuring compliance with POSH regulations. 1. AI in Prevention: AI tools are being harnessed to prevent harassment by promoting a proactive and preventative approach. Chatbots equipped with natural language processing (NLP) capabilities are deployed to provide employees with information about their rights, reporting procedures, and the nuances of acceptable workplace behavior. These tools serve as accessible resources that empower em...