COMPLIANCES AND RETURNS UNDER PREVENTION OF SEXUAL HARASSMENT (POSH) ACT
The Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 (commonly known as “POSH Act” or “the Workplace Harassment Law”), was notified on 23rd April 2013, and the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Rules, 2013, were notified on 09th December 2013
Applicability
The POSH Act extends to the ‘whole of India’
Compliances under Sexual Harassment Laws
- Constituting an Internal Complaints Committee (ICC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013;
- The ICC needs to have an external representation from an NGO or a Lawyer or a person having knowledge and experience in such areas.
- Drafting of the Sexual Harassment Policy and approval of the same by the Board.
- Convening meetings of the Internal Complaints Committee as and when required.
- Filing of Annual Return under the Act
- To conduct awareness workshops for the employees and orientation programmer for the ICC in accordance with the Act.
- Investigation of the Complaints made to the Committee and submitting a report thereto;
- Assistance by the Company to the complainant in the filing of FIR or complaint to the police, if required.
- Reporting the complaints received and disposed of, in the Board’s Report along with annual Financial Statements.
Penalty for Non-Compliance
- Non-Compliance of the provisions of the POSH Act may lead to a penalty of Rs. 50,000 or cancellation of a business license.
- Compliance Audit Services
- ESI Compliance
- EPF Compliance
- Factory Act 1948
- Bonus Act 1965
- Labour Law Licensing
- Labour Welfare Fund
- Minimum Wages Act, 1948
- Payroll Processing Services
- Contract Labour Law Act, 1970
- GST & Accounting Sercies
- Accounting & Book Keeping Services
- FSSAI Regulatory Compliance
- Shops & Establishments Act
- Compliances & Returns Under (Posh) Act