Dealing with Employee Grievances per Indian Law

Gripes at work are unavoidable. In fact, it's been stated that having a complaint gives one's life meaning. Unresolved complaints are similar to loose cannon balls in a ship; if not handled properly, they can sink the vessel.

In India, the employer is required to implement particular grievance redressal systems at the workplace under several central and state-specific labour regulations. Here is a brief overview of numerous legal processes that HR managers should be aware of and can include in their HR policies and practises:

According to section 9C of the Industrial Disputes Act, 1947 of India (IDA), each employer who employs at least 20 workers must establish a Grievance Redressal Committee (GRC) to settle disputes resulting from worker grievances. The GRC should have a maximum of six members, with equal representation from both the managerial class and the working class.

In order to handle disputes arising out of individual worker grievances relating to non-employment, terms of employment, or conditions of service, the industrial establishment shall have one or more GRCs, according to the draught Industrial Relations Code, 2019 that has been tabled in Lok Sabha. It also suggests expanding the GRC to include ten members in total.

According to Section 3 of the IDA, the labour authorities may direct the creation of a Works Committee (WC) in a workplace with at least 100 employees. The WC must advocate for actions that ensure and uphold amity and goodwill between the employer and its employees, and to that degree, it must offer commentary on issues of shared interest or concern. Additionally, it ought to make an effort to resolve any significant disagreements within the business.

The Sexual Harassment of Women at Company (Prevention, Prohibition and Redressal) Act, 2013 of India (POSH Act) mandates the creation of an internal complaints committee (IC) at every company with at least 10 employees. The IC must look into allegations of workplace sexual harassment of women and make suggestions to the employer. According to the Code of Civil Procedure from 1908, the IC is granted the same authority as a civil court and has a three-year term limit. The statute gives the IC 90 days to finish its investigation and an additional 10 days to publish its report.

Sexual Harassment of Women at Workplace : Register your query

Workplace Harassment Particularly Sexual Oriented Harassment is a growing menace. It is hurting your business in many ways including your Organization’s Reputation, the Output, Employees Motivation& Morale, Productivity and Well-being of stakeholders.

Sexual Harassment of Women at Workplace : Register your query

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013. The Act came into force from 9 December 2013.This statute superseded the Vishakha Guidelines for prevention of sexual harassment introduced by the Supreme Court of India. Sexual Harassment of Women at Workplace : Register your query

The Directors of the company are now legally bound to Prevent, Prohibit and Redress Sexual Harassment of Woman at Workplace.
All organization employing 10 or more employees come under the ambit of this Law.
If an organization fails to constitute an IC or does not comply with the requirements prescribed under the Prevention of Workplace Sexual Harassment Act, a monetary penalty of up to INR 50,000 (approx.US$ 900) may be imposed. A repetition of the same offence could result in the punishment being doubled and / or de-registration of the entity or revocation of any statutory business licenses. It is also pertinent to note that all offences under Prevention of Workplace Sexual Harassment Act are non-cognizable. Sexual Harassment of Women at Workplace : Register your query


Sexual Harassment complaints have the potential to make or break your business. There is potential for significant reputation damage, loss of key talent and worse, litigation!

Introducing Kanchan Khatana & Associates comprehensive ASH (Anti Sexual Harassment) offering that help you become compliant to the law :

1. Design the policy and providing the process to setup the IC
 
We help you writing a new policy or revisit the existing ASH policy of the companies and recommend changes as per 2013 law and the subsequent amendment. Also, set up IC and its process flow per the requirements of the prevailing law.

2. Functioning as External Member on the Internal Complaints Committee (IC)
 
We provide you hand-holding support to the conduct inquiries related to sexual harassment as and when a complaint is registered in your organization and also provide consultation on routine matters connected with or related to sexual harassment at the workplace.

We further, support in developing a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Trainings:
 
We conduct the mandatory sessions on prevention of sexual harassment for your organization at various levels in English and Hindi for IC ,Management and Employee’s at large.

4. Annual filings
 
We prepare the content on the functioning of the IC in the Annual Report of the organization and also file the same on behalf of the Organization.

Sexual Harassment of Women at Workplace : Register your query

Sexual Harassment Lawyers Near Me Register Your Query

Workplace Harassment Particularly Sexual Oriented Harassment is a growing menace. It is hurting your business in many ways including your Organization’s Reputation, the Output, Employees Motivation& Morale, Productivity and Well-being of stakeholders.

Sexual Harassment Lawyers Near Me Register Your Query

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013. The Act came into force from 9 December 2013.This statute superseded the Vishakha Guidelines for prevention of sexual harassment introduced by the Supreme Court of India.

The Directors of the company are now legally bound to Prevent, Prohibit and Redress Sexual Harassment of Woman at Workplace.

All organization employing 10 or more employees come under the ambit of this Law.

If an organization fails to constitute an IC or does not comply with the requirements prescribed under the Prevention of Workplace Sexual Harassment Act, a monetary penalty of up to INR 50,000 (approx.US$ 900) may be imposed. A repetition of the same offence could result in the punishment being doubled and / or de-registration of the entity or revocation of any statutory business licenses. It is also pertinent to note that all offences under Prevention of Workplace Sexual Harassment Act are non-cognizable.

Sexual Harassment complaints have the potential to make or break your business. There is potential for significant reputation damage, loss of key talent and worse, litigation!

Introducing Kanchan Khatana & Associates comprehensive ASH (Anti Sexual Harassment) offering that help you become compliant to the law :

1. Design the policy and providing the process to setup the IC

We help you writing a new policy or revisit the existing ASH policy of the companies and recommend changes as per 2013 law and the subsequent amendment. Also, set up IC and its process flow per the requirements of the prevailing law.

2. Functioning as External Member on the Internal Complaints Committee (IC)

We provide you hand-holding support to the conduct inquiries related to sexual harassment as and when a complaint is registered in your organization and also provide consultation on routine matters connected with or related to sexual harassment at the workplace.

Sexual Harassment Lawyers Near Me Register Your Query

We further, support in developing a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Trainings:

We conduct the mandatory sessions on prevention of sexual harassment for your organization at various levels in English and Hindi for IC ,Management and Employee’s at large.

4. Annual filings

We prepare the content on the functioning of the IC in the Annual Report of the organization and also file the same on behalf of the Organization.

Sexual Harassment Lawyers Near Me Register your query

The Sexual Harassment of Women at Workplace

POSH @ WORKPLACE

Workplace Harassment Particularly Sexual Oriented Harassment is a growing menace. It is hurting your business in many ways including your Organization’s Reputation, the Output, Employees Motivation& Morale, Productivity and Well-being of stakeholders.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013. The Act came into force from 9 December 2013.This statute superseded the Vishakha Guidelines for prevention of sexual harassment introduced by the Supreme Court of India.

The Directors of the company are now legally bound to Prevent, Prohibit and Redress Sexual Harassment of Woman at Workplace.

All organization employing 10 or more employees come under the ambit of this Law.

If an organization fails to constitute an IC or does not comply with the requirements prescribed under the Prevention of Workplace Sexual Harassment Act, a monetary penalty of up to INR 50,000 (approx.US$ 900) may be imposed. A repetition of the same offence could result in the punishment being doubled and / or de-registration of the entity or revocation of any statutory business licenses. It is also pertinent to note that all offences under Prevention of Workplace Sexual Harassment Act are non-cognizable.

Sexual Harassment complaints have the potential to make or break your business. There is potential for significant reputation damage, loss of key talent and worse, litigation!

Introducing Kanchan Khatana & Associates comprehensive ASH (Anti Sexual Harassment) offering that help you become compliant to the law :

1. Design the policy and providing the process to setup the IC

We help you writing a new policy or revisit the existing ASH policy of the companies and recommend changes as per 2013 law and the subsequent amendment.

 Also, set up IC and its process flow per the requirements of the prevailing law.

2. Functioning as External Member on the Internal Complaints Committee (IC)

We provide you hand-holding support to the conduct inquiries related to sexual harassment as and when a complaint is registered in your organization and also provide consultation on routine matters connected with or related to sexual harassment at the workplace.

We further, support in developing a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Trainings:

We conduct the mandatory sessions on prevention of sexual harassment for your organization at various levels in English and Hindi for IC ,Management and Employee’s at large.

4. Annual filings

We prepare the content on the functioning of the IC in the Annual Report of the organization and also file the same on behalf of the Organization.

Register your query

Harassment act 2018

Workplace Harassment Particularly Sexual Oriented Harassment is a growing menace. It is hurting your business in many ways including your Organization’s Reputation, the Output, Employees Motivation& Morale, Productivity and Well-being of stakeholders.

Harassment act 2018

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013. The Act came into force from 9 December 2013.This statute superseded the Vishakha Guidelines for prevention of sexual harassment introduced by the Supreme Court of India.

The Directors of the company are now legally bound to Prevent, Prohibit and Redress Sexual Harassment of Woman at Workplace.

All organization employing 10 or more employees come under the ambit of this Law.

If an organization fails to constitute an IC or does not comply with the requirements prescribed under the Prevention of Workplace Sexual Harassment Act, a monetary penalty of up to INR 50,000 (approx.US$ 900) may be imposed. A repetition of the same offence could result in the punishment being doubled and / or de-registration of the entity or revocation of any statutory business licenses. It is also pertinent to note that all offences under Prevention of Workplace Sexual Harassment Act are non-cognizable.

Sexual Harassment complaints have the potential to make or break your business. There is potential for significant reputation damage, loss of key talent and worse, litigation!

Introducing Kanchan Khatana & Associates comprehensive ASH (Anti Sexual Harassment) offering that help you become compliant to the law :

1. Design the policy and providing the process to setup the IC

• We help you writing a new policy or revisit the existing ASH policy of the companies and recommend changes as per 2013 law and the subsequent amendment. Also, set up IC and its process flow per the requirements of the prevailing law.

2. Functioning as External Member on the Internal Complaints Committee (IC)

• We provide you hand-holding support to the conduct inquiries related to sexual harassment as and when a complaint is registered in your organization and also provide consultation on routine matters connected with or related to sexual harassment at the workplace.
• We further, support in developing a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Trainings:

• We conduct the mandatory sessions on prevention of sexual harassment for your organization at various levels in English and Hindi for IC ,Management and Employee’s at large.

4. Annual filings

• We prepare the content on the functioning of the IC in the Annual Report of the organization and also file the same on behalf of the Organization.

female harassment act

Workplace Harassment Particularly Sexual Oriented Harassment is a growing menace. It is hurting your business in many ways including your Organization’s Reputation, the Output, Employees Motivation& Morale, Productivity and Well-being of stakeholders.

female harassment act 

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013. The Act came into force from 9 December 2013.This statute superseded the Vishakha Guidelines for prevention of sexual harassment introduced by the Supreme Court of India.

The Directors of the company are now legally bound to Prevent, Prohibit and Redress Sexual Harassment of Woman at Workplace.

All organization employing 10 or more employees come under the ambit of this Law.

If an organization fails to constitute an IC or does not comply with the requirements prescribed under the Prevention of Workplace Sexual Harassment Act, a monetary penalty of up to INR 50,000 (approx.US$ 900) may be imposed. A repetition of the same offence could result in the punishment being doubled and / or de-registration of the entity or revocation of any statutory business licenses. It is also pertinent to note that all offences under Prevention of Workplace Sexual Harassment Act are non-cognizable.

Sexual Harassment complaints have the potential to make or break your business. There is potential for significant reputation damage, loss of key talent and worse, litigation!

Introducing Kanchan Khatana & Associates comprehensive ASH (Anti Sexual Harassment) offering that help you become compliant to the law :

1. Design the policy and providing the process to setup the IC

• We help you writing a new policy or revisit the existing ASH policy of the companies and recommend changes as per 2013 law and the subsequent amendment. Also, set up IC and its process flow per the requirements of the prevailing law.

2. Functioning as External Member on the Internal Complaints Committee (IC)

• We provide you hand-holding support to the conduct inquiries related to sexual harassment as and when a complaint is registered in your organization and also provide consultation on routine matters connected with or related to sexual harassment at the workplace.
• We further, support in developing a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Trainings:

• We conduct the mandatory sessions on prevention of sexual harassment for your organization at various levels in English and Hindi for IC ,Management and Employee’s at large.

4. Annual filings

• We prepare the content on the functioning of the IC in the Annual Report of the organization and also file the same on behalf of the Organization.

                                        Register your query

PoSH Law

Workplace Harassment Particularly Sexual Oriented Harassment is a growing menace. It is hurting your business in many ways including your Organization’s Reputation, the Output, Employees Motivation& Morale, Productivity and Well-being of stakeholders.

PoSH Law

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013. The Act came into force from 9 December 2013.This statute superseded the Vishakha Guidelines for prevention of sexual harassment introduced by the Supreme Court of India.

The Directors of the company are now legally bound to Prevent, Prohibit and Redress Sexual Harassment of Woman at Workplace.

All organization employing 10 or more employees come under the ambit of this Law.

If an organization fails to constitute an IC or does not comply with the requirements prescribed under the Prevention of Workplace Sexual Harassment Act, a monetary penalty of up to INR 50,000 (approx.US$ 900) may be imposed. A repetition of the same offence could result in the punishment being doubled and / or de-registration of the entity or revocation of any statutory business licenses. It is also pertinent to note that all offences under Prevention of Workplace Sexual Harassment Act are non-cognizable.

Sexual Harassment complaints have the potential to make or break your business. There is potential for significant reputation damage, loss of key talent and worse, litigation!

Introducing Kanchan Khatana & Associates comprehensive ASH (Anti Sexual Harassment) offering that help you become compliant to the law :

1. Design the policy and providing the process to setup the IC

• We help you writing a new policy or revisit the existing ASH policy of the companies and recommend changes as per 2013 law and the subsequent amendment. Also, set up IC and its process flow per the requirements of the prevailing law.

2. Functioning as External Member on the Internal Complaints Committee (IC)

• We provide you hand-holding support to the conduct inquiries related to sexual harassment as and when a complaint is registered in your organization and also provide consultation on routine matters connected with or related to sexual harassment at the workplace.
• We further, support in developing a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Trainings:

• We conduct the mandatory sessions on prevention of sexual harassment for your organization at various levels in English and Hindi for IC ,Management and Employee’s at large.

4. Annual filings

• We prepare the content on the functioning of the IC in the Annual Report of the organization and also file the same on behalf of the Organization.

                                                    Register your query