As per the POSH Act, an \u2018aggrieved woman\u2019 in relation to a workplace, is a woman of any age, whether employed or not, who alleges to have been subjected to any act of sexual harassment.\u00a0<\/span><\/p>\n Provide that the definition does not necessitate the woman to be an employee, even a customer\/client who may be sexually harassed at a workplace can claim protection under the POSH Act.<\/span><\/p>\n The POSH Act is not a gender-neutral legislation and protects only women. Therefore, the safeguards under the POSH Act are not applicable to \u2018men\u2019 victims although employers may choose to extend the protection through their policy.<\/span><\/p>\n The POSH Act requires an employer to set up an \u2018internal committee\u2019 (\u201cIC\u201d) at each office or branch, of an organization employing 10 or more employees, to hear and redress grievances pertaining to sexual harassment. Failure to constitute the IC has led to imposition of a fine under the POSH Act which may amounting to Rs. 50,000.<\/span><\/p>\n NOTE: –<\/b><\/p>\n In addition to requiring an employer to set up an IC and ensure redressal of grievances of workplace harassment in a time bound manner, the Internal Auditor has to check whether the organization:\u00a0<\/span><\/p>\n Applicability and Scope As per the POSH Act, an \u2018aggrieved woman\u2019 in relation to a workplace, is a woman of any age, whether employed or not, who alleges to have been subjected to any act of sexual harassment.\u00a0 Provide that the definition does not necessitate the woman to be an employee, even a customer\/client who may be sexually harassed at […]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[163],"tags":[],"class_list":["post-2066","post","type-post","status-publish","format-standard","hentry","category-internal-audit"],"yoast_head":"\nComplaints Committee<\/b><\/h2>\n
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Internal Committee<\/h3>\n<\/li>\n<\/ul>\n
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Constitution of the I.C<\/h3>\n<\/li>\n<\/ul>\n
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\n Presiding Officer\u00a0<\/strong><\/td>\n Woman employed at a senior level at the workplace from amongst the employees\u00a0<\/strong><\/td>\n<\/tr>\n \n Members\u00a0<\/strong><\/td>\n Not less than 2 members from amongst employees. Preferably committed to the cause of women or who have had experience in social work or have legal knowledge\u00a0<\/strong><\/td>\n<\/tr>\n \n External member\u00a0<\/strong><\/td>\n From an NGO or association committed to the cause of women or person familiar with issues relating to sexual harassment<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n \n
Internal Auditor has to check the Employer\u2019s Duties and Obligations<\/h2>\n
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