Best Sexual Harassment Lawyers in India

The Protection of Women from Sexual Harassment (POSH) Act, 201 3, primarily aims to prevent and redress sexual harassment of women at the workplace. While the Act is designed to protect the rights and dignity of women who are victims of sexual harassment, it also includes provisions to ensure that the accused individuals are treated fairly and have their rights upheld. Here are some key rights of the accused under the POSH Act: Right to a Fair and Impartial Inquiry:  The accused has the right to a fair and impartial inquiry into the allegations of sexual harassment. The Internal Complaints Committee (ICC) or the Local Complaints Committee (LCC), responsible for conducting the inquiry, must ensure that the process is unbiased and follows the principles of natural justice. Right to Be Informed:  The accused has the right to be informed of the allegations made against them. They should receive a written complaint or notice detailing the charges and any evidence provided by the co...

Educational institutions are meant to be sanctuaries of knowledge and personal growth, where students and staff should feel safe and respected. However, sexual harassment remains a pervasive issue in these environments. Recognizing this problem, the Central Board of Secondary Education (CBSE) and the University Grants Commission (UGC) have implemented guidelines to address sexual harassment and create safer spaces within educational institutions. This article examines the legal framework and initiatives in place to combat sexual harassment within CBSE-affiliated schools and UGC-approved colleges and universities. The Legal Landscape 1. Vishaka Guidelines: In 1997, the Supreme Court of India issued the Vishaka Guidelines, which established the framework for addressing sexual harassment in workplaces, including educational institutions. These guidelines emphasized the need for a safe and secure environment for all. 2. Sexual Harassment of Women at Workplace (Prevention, Prohibition,...

The Prevention of Sexual Harassment (POSH) Act 2013 in India and the sexual harassment laws in the United Arab Emirates (UAE) serve similar purposes in addressing and preventing sexual harassment in the workplace. However, there are notable differences in their legal frameworks and application due to the distinct cultural, legal, and regulatory contexts of the two countries. Here's a comparative overview: Prevention of Sexual Harassment (POSH) Act 2013 (India): 1. Scope and Applicability: • The POSH Act applies specifically to workplaces in India, including both public and private sectors, covering employees, interns, and volunteers. • It defines sexual harassment and mandates the establishment of Internal Complaints Committees (ICCs) in organizations to address complaints. 2. Offenses and Definitions: • The Act defines sexual harassment in a comprehensive manner, encompassing various forms of unwelcome behavior, advances, or requests of a sexual nature. • The focus is...

The POSH (Prevention of Sexual Harassment) Act 2013 and the existing sections of the Indian Penal Code (IPC) dealing with sexual harassment serve different purposes and have different legal frameworks. Here's a comparative overview of the two: 1. Purpose and Scope: • POSH Act 2013: This Act is specifically designed to address and prevent sexual harassment at workplaces. It defines sexual harassment, mandates the establishment of Internal Complaints Committees (ICCs) in organizations, and provides a structured process for filing and resolving complaints within the workplace. • IPC Sections on Sexual Harassment: The IPC contains various sections that deal with sexual offenses, but they are not specific to workplace harassment. These sections cover a wider range of sexual offenses, including rape (Section 375), outraging the modesty of a woman (Section 354), and others. These sections are applicable in general, non-workplace settings. 2. Applicability: • POSH Act 2013: Appl...

What is POSH Training? In 2013, Government of India enacted the  Sexual Harassment of Women at Workplace  (Prevention, Prohibition and Redressal) Act, 2013, also called as the POSH Act. The Act holds an organization and the employer responsible for taking measures to prevent incidents of sexual harassment at workplace. The Act also lays down several measures for organizations to be compliant to the Act.  One of them is spreading POSH awareness to all the employees in the organization about their roles and responsibilities through training program and similar initiatives. It is advisable to conduct such trainings at least twice in a year. Why POSH Training? Firstly, it is legally mandatory to conduct POSH training. The organization can attract heavy penalties like a fine of INR 50000 for first time offence and cancellation of business license for repeated offence if the law is not followed. In addition, just having a law does not help. Many a times, women question whether ...

Posh Act 2013 A recent FIR brought against two MNC employees that had already been cleared of all allegations by the PoSH Committee was dismissed by the Delhi High Court. An intern had allegedly been sexually harassed by the two workers. The PoSH Committee cleared the responders, nonetheless, after finishing the investigation. The legal issue that the Court was trying to resolve is a key part of this ruling: Can the FIR against the accused still stand if the PoSH Committee clears them of all charges? The Court noted that: The Committee was established as soon as the FIR was filed and the inquiry proceedings were held, 2. The Complainant informed the PoSH Committee shortly after that she did not wish to pursue her complaint, and 3, despite the Complainant failing to appear for cross-examination, the Committee continued the proceedings. 4. The PoSH Act, 2013, provisions were properly followed throughout the inquiry process, and  5. The committee issued the Final Report based on the m...

PoSH Act 2013 All PoSH Committee members need to be aware of the following significant statement that the Delhi High Court made on January 11, 2023:Even if the Committee does not complete the investigation within the 90-day period specified by Section 11(4) of the PoSH Act, 2013, the investigation will continue, and the deadline "cannot be regarded to be required."Because the PoSH Committee was unable to complete the investigation within 90 days, the petitioner in this case—a chartered accountant—asked that the proceedings be stopped.The Court further noted that the petitioner was unable to demonstrate any harm that the delay had done to him. The Court further noted that the petitioner was unable to demonstrate any harm that the delay had done to him. It was also emphasised that in the interest of both the complainant and the respondent, such allegations "deserve to be regarded with a certain amount of seriousness and responsibility" and must be investigated and ...