Sexual harassment ab “personal matter” nahi maana jata; yeh clear workplace violation aur legal offence hai. POSH-type laws (Prevention of Sexual Harassment) organisations ko concrete steps lene ke liye force karte hain.
Har employer jiske paas threshold number of employees ho, unhe:
- Internal Complaints Committee (ICC) / Internal Committee (IC) constitute karna, jisme majority women ho aur external member bhi,
- Clear policy, posters, and awareness sessions conduct karna,
- Time-bound, confidential inquiry process follow karna jab complaint aaye,
- Retaliation se complainant ko protect karna,
- Recommendations (warning, transfer, suspension, termination, etc.) good faith se implement karna.
Complaints sirf physical acts tak limited nahi; sexually coloured remarks, unwanted messages, staring, circulating explicit content, quid pro quo (“favour ke badle promotion”), hostile environment – sab iss umbrella ke under aa sakte hain.
Employees, specially juniors, ko apne rights aur process ke baare me pata hona chahiye. Anonymous rumours ke bajay properly documented complaint strong hoti hai.
Employers ke liye, POSH compliance koi optional CSR nahi; statutory obligation hai. Violation se penalties, court cases, and serious reputational damage dono ho sakte hain.