How Do You Ensure Workplace Safety?

Even if you have all sorts of safety practices and guidelines set up in the workplace, everything will be useless if the employees don’t know about their existence, much less follow them. A safe work environment will only be possible if everyone at the organisation works together to communicate and abide by the safety standards put in place.

With all the talks about PoSH, ensuring workplace safety has become more essential than ever. Here are some tips to guarantee compliance with the PoSH Act 2013 and create a safer workplace for everyone.

Thorough Examination of Sexual Harassment Accusations

Within 90 days after the complaint is filed, the Internal Committee or Local Committee should conduct an investigation into all sexual harassment allegations according to the terms of service rules applicable to the respondent.

After the investigation is finished, the Internal Committee or Local Committee is also mandated to submit a report that outlines its findings. Once the sexual harassment charges are proven, the committee can then recommend to the District Officer or employer to discipline the accused.

Form an Internal Committee in Businesses with Over 10 Employees

The IC or Internal Committee is one of the two redressal organisations of the PoSH Act. Employers with 10 or more employees are obligated to establish an IC. The IC is accountable for hearing and resolving sexual harassment complaints in the workplace.

Establish a Local Committee in Every District

Although only those workplaces with 10 employees or more are mandated to form an IC, it doesn’t mean that the PoSH Act doesn’t protect women employed in workplaces that don’t meet the numbers. The Act also commands that a Local Committee is established in every District to hear and address complaints concerning sexual harassment from companies or employees with less than 10 employees. The Local Committee will also resolve those complaints directed against the employers themselves. 

Organize Regular Awareness Programs, Seminars, and Workshops for Employees Based on the Act

The PoSH Act also requires employers to hold require sensitisation seminars for their workers to ensure their familiarity with all of the Act’s requirements, the redressal processes of the organisation, and the consequences of doing activities that involve sexual harassment. These training sessions or workshops should be organised and spearheaded by a specialist or those with prior PoSH sensitisation expertise and knowledge.

Provide a Safe Workplace Environment

The PoSH Act also holds companies responsible for making sure that the working location, business, or workplace is safe for all employees. Based on this context, they are required to implement the necessary steps to guarantee their employees’ safety not only from other employees but even from non-employees who may have access to the workplace, such as delivery personnel. 

However, the duty isn’t limited to the official place or work alone as it also extends and includes all third-party websites and even corporate vehicles that employees frequently use.

Punishment of False Evidence and Malicious and False Complaints

The PoSH Act is also serious in taking harsh measures against malicious and false complaints. If the committee determines the untruthfulness of a sexual harassment accusation, the District Office or employee can take action against the complainant according to the service rules’ terms applicable to them.