Date and Time:
January 18, 2019 9:30 am - 5:30 pm
Event Location:
Hotel Radisson GRT, Chennai, India
Description
Achromic Point would like to invite you for our upcoming “Workshop on PosH” along with “Protiviti” (Protiviti Member Firm for India)as our Knowledge Partner in Chennai on January 18, 2019 at Hotel Radisson GRT.
It is five years since the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force. Internal committees (IC) and employers at various corporates have been dealing with matters related to sexual harassment at workplace in accordance with the provisions of this anti-sexual harassment act.
However there are multiple cases in public domain wherein, procedures followed by IC and decisions taken by the employers on matters relating to sexual harassment at workplace have been challenged either by the complaint(s) or respondent(s) before the appellate authorities at various High Courts of India.
While examining these cases the Courts have largely expressed displeasure for not following Principle of Natural Justice and Due Process of Law.
Another key aspect of the law is that the IC has been designated as Civil Court to deal with specific activities under the abovementioned anti-sexual harassment act. However, most often It has been observed that IC members do not possess the necessary legal background or understanding to discharge their duties effectively. Another major challenge for most corporates has been the inability to identify an “external IC member” with the relevant qualification and experience to deal the matters related to sexual harassment at workplace in an effective manner.
Taking in to consideration aforementioned challenges and expectations, it is imperative for various stakeholders in an organisation to properly understand the nuances and intricacies of the law, which is best achieved through a comprehensive hands-on training conducted by experts on this law.
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Program Outline (Indicative) |
Session – 1
Introduction and context setting
Session – 2
Discrimination vs Harassment vs Sexual Harassment; followed by “chit activity”
Session – 3
Laws related to Sexual Harassment
Session – 4
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
- What does it say
- Rules & regulations
Session – 5
Obligation of Employer/ IC/ Senior Management/ Leadership Team and issues pertaining to Police/ Law Enforcement procedures
Session – 6
IC: Roles & responsibilities
Session – 7
Evidence gathering
- Oral Evidence
- Documentary Evidence &
- Circumstantial Evidence
Session – 8
Principle of Natural Justice
Session – 9
Complaint Process
Session – 10
How to conduct IC proceedings
- How to record statement of various parties to the matter
- Appreciation of evidence and discarding of irrelevant information
- How to write the well-structured report
- How to conclude the report
- How to make recommendations to the employer
(An anonymised report developed by Lead Faculty will be showcased to the Participants)
Session – 11
Monitoring
Session – 12
Final case study followed with mock interview of Lead Faculty acting as respondent, by the participants acting as IC members
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Trainers |
- Rajkumar Shriwastav
Advisor, Protiviti Member Firm for India
- Janhavi Mhatre
Associate, Protiviti Member Firm for India
