If your company has 10 or more employees, form an internal committee under the Posh Act 2013.
Display the repercussions of sexual harassment as well as the details of the Internal Committee in a prominent location in the workplace.
Organize staff education programmes on the terms of the POSH Act 2013. You may find our POSH Act 2013 Employee Awareness MUDS Management. Members of the Internal Committee must be schooled on their duties and responsibilities. You may view our POSH Act 2013 for IC Members MUDS Management.
Provide the required facilities and information to the Internal Committee or Local Committee for the investigation of sexual harassment accusations.
Ensure that the complainant and respondent are both present during the investigation.
Support the victim if she decides to make a police report.
Forward a sexual harassment complaint filed by an employee to the police, mostly because the victim chooses to or just because the defendant is a third party.
Treat sexual harassment as a violation of the service rules and take appropriate action.
Make certain that the IC sends the Annual Reports to senior management and the Duly Authorized representative. This only applies to businesses with 10 or more employees.
Claim the firm's POSH Act 2013 Compliance in the Director's Statement if it is established as a business.
Make sure that all female employees have a safe place to work.
Create and distribute an organisational policy against workplace sexual harassment of women.
If your company has 10 or more employees, form an internal committee.
Display the repercussions of sexual harassment as well as the details of the Internal Committee in a prominent location in the workplace.

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