Harassment act 2017

Workplace Harassment Particularly Sexual Oriented Harassment is a growing menace. It is hurting your business in many ways including your Organization’s Reputation, 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 on 9 December 2013. This statute superseded the Vishakha Guidelines for the prevention of sexual harassment introduced by the Supreme Court of India.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 women in the Workplace.

All organizations 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 the 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 helps you become compliant with the law :

1. Design the policy and provide the process to set up the IC

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

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

• We provide you hand-holding support to 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 the development of a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Training:

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

Posh awareness

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

Posh awareness

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 on 9 December 2013. This statute superseded the Vishakha Guidelines for the 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 women in the Workplace.

All organizations 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 the 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 helps you become compliant with the law :

1. Design the policy and provide the process to set up the IC

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

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

• We provide you hand-holding support to 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 the development of a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Training:

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

Sexual Harassment Solicitor

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 Solicitor

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 on 9 December 2013. This statute superseded the Vishakha Guidelines for the 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 women in the Workplace.

All organizations 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 the 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 helps you become compliant with the law :

1. Design the policy and provide the process to set up the IC

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

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

• We provide you hand-holding support to 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 the development of a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Training:

• We conduct mandatory sessions on the prevention of sexual harassment for your organization at various levels in English and Hindi for IC, Management and Employees 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 act 2013

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

posh act 2013

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 on 9 December 2013. This statute superseded the Vishakha Guidelines for the 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 women in the Workplace.

All organizations 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 the 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 helps you become compliant with the law :

1. Design the policy and provide the process to set up the IC

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

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

• We provide you hand-holding support to 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 the development of a governance model for implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Training:

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

Sexual Harassment Of Women At Workplace Act

Sexual Harassment Of Women At Workplace Act : Register Your Query

Sexual Harassment Of Women At Workplace 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.
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 helps you become compliant with the law :

1. Design the policy and provide the process to set up the IC

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

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

We provide you hand-holding support to 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 the development of a governance model for the implementation of the Policy on Prevention of Sexual Harassment.

3. Annual Training:

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

Women legal rights in India

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.

 Women legal rights in India

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

Child sexual abuse

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.

Child sexual abuse

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

Law against sexual harassment at 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.

Law against sexual harassment at workplace

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

personal harassment

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.

personal harassment

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

Sexual Discrimination

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 Discrimination

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

non-verbal conduct of sexual nature

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.

non-verbal conduct of sexual nature 

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

Workplace harassment lawyer

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.

Workplace harassment lawyer

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.

Women's rights

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.

Women's rights

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.

Sexism in India

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.

Sexism in India

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.

Violence against women in India

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.

Violence against women in India

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.

Against Sexual Harassment at 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.

Against Sexual Harassment at Workplace

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.