• Home
  • ABOUT
  • Courses
  • Library
  • Webinars
  • Blog
  • Login
New
CERTIFICATE PROGRAMME

Certificate Course in Prevention of Sexual Harassment at the Workplace

Syllabus Enroll now
Course Fees
Fully featured at Rs. 11800
Incl. of all charges
GET IMMEDIATE ACCESS ON WEB,
ANDROID AND IOS DEVICES
Duration
90 Days
6-8 hours/week
Get Free Study Material
Want to download sample study material and try it for yourself?
Download

Are you an HR Professional? Do you want to lead the POSH implementation initiative in your organization, or assist other organizations as an external consultant? Do you need to implement POSH in multiple states? Do you want to customize POSH implementations for factory workers and those in the offices? Do you need to also train contractors’ workforce? Do you want to assist your organization with anti-sexual harassment implementation audits? Do you need to lead the administration of appropriate training for different types of employees?  Do you want to learn how to do it all? 

Are you an in-house counsel? Do you need to create elaborate systems for reporting, inquiry and implementation of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act)? Do you need to conduct detailed management and ICC training? Do you need to guide the HR team with effective implementation of the law?  

Are you a litigator or a corporate lawyer? Do you want to assist clients with POSH implementation? Do you want to conduct advanced training for management and ICC, advise on the hearing process as an expert, conduct hearings as an ICC member, file appeals or defend the organization in an appeal? 

Are you a corporate trainer? Do you want to add POSH training to your service list for your existing clients? Do you want to add in some compliance and implementation guidance as well? 

Are you a CA, CS or other compliance consultant? Do you want to assist clients with POSH implementation, training, and POSH audits? 


Deepti Srinivasan

Director, ResilienceWorks; EAP & POSH Expert

Kanchan Verma

Soft Skill Trainer

Dr Sandya Advani

Founder and Principal Consultant at POSH Systems.com

Here is how you can help organizations with POSH-related work, whether it is implementation, compliance, training, advisory, litigation, etc.

  • Lead the entire POSH implementation in your organization (for one or more offices)
  • Be a chairperson of the Internal Complaints Committee (ICC) of your organization
  • Become a member of the ICC of your organization
  • Be an external member on another company’s ICC
  • Assist another organization with POSH implementation as an external consultant (not merely an external member)
  • Start a full-fledged consultancy as a POSH expert, providing a large offering of services to support organizations with POSH implementation 

Why are organizations more concerned about POSH implementation now?

  • Instances of sexual harassment which surfaced during #metoo campaign, Uber, TERI, AIB and several other examples show that dysfunctional or absent internal systems are equivalent to a landmine for a brand’s reputation. 
  • Senior management is concerned about implementation because sexual harassment allegations have led to the destruction of hard-earned reputations and well-built careers of many successful people. Managing directors, CEOs and co-founders have had to resign in the midst of sexual harassment controversies.  
  • From 2013 to about 2017, organizational focus on implementation was very formal. However, the #Metoo movement drastically increased focus on substantive implementation and led to an increase in complaints being filed. In 2019, there has been a 20% rise in sexual harassment complaints filed (see Economic Times story here). Organizations which were only complying on paper needed genuine expertise on handling complaints.  
  • In 2017, a public interest litigation was filed impleading the Centre and various states regarding non-implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the POSH Act) by various State Governments, with case number WP (C) 1224/2017. Primarily, the issue was the absence of appointment of district officers and creation of Local Complaints Committees. The Supreme Court had issued notice to State Governments. Even though a decision has not been passed, many states have implemented the provisions at district levels.
  • In states like Karnataka, IT and ITeS industry can only obtain exemption from Industrial Disputes (Standing Orders) Act if they are compliant with the POSH Act and have an ICC in place.   
  • In some states, action is taken against defaulting companies under the state’s Shops and Establishments Acts, which contain references to the POSH Act. If women stay back at night 
  • Since 2018, the Companies Act also requires disclosures pertaining to sexual harassment incidents in the director’s statement annexed to the annual report. 

On which areas do organizations need internal and external consultants to help with implementation?

Due to global developments such as the #metoo movement, anti-sexual harassment compliance has transitioned from being a checklist-based task where the work was merely in form into a substantive task. 

Global organizations and Indian companies, including fast-growing startups which rely on venture capital and private equity, are keen to comply, because they do not want to risk the reputational costs of non-compliance or legal damages of various kinds of employment litigation.  

We have identified the key areas where internal HR managers, external HR consultants and lawyers are needed to assist organizations with POSH implementation.

 

#1 - Challenges around capacity-building of ICCs

  • Imparting training on decision-making 
  • How to conduct inquiry and the steps to be taken to ensure the principles of natural justice are observed
  • What kinds of evidence to summon and how to treat such evidence 
  • How to draft various kinds of notices and documents 
  • How to write  recommendations
  • Arriving at a coherent stance on the types of interim remedies that can be awarded to complainant and defendant in various situations
  • Types of punishments which must be recommended in different situations 
  • How and when to assist a complainant with approaching the police
  • How to assist a complainant in filing a complaint with the ICC of another organization 
  • How and when to assist the parties in arriving at a conciliation
  • Actions to be taken against those who disobey the ICC’s summons 
  • How to maintain case files and records of different kinds of proceedings
  • How to ensure confidentiality is maintained
  • What information is to be sent to management for annual compliance
  • How to initiate action against false complaints
  • Types of instructions to be provided to the management so that recommendations are implemented
  • How to handle appeals against its decisions
  • What to do when an ICC member is accused
  • What to do when the promoter or CEO is accused
  • How to ensure coordination between ICCs at different locations  
  • What to do in locations where the district officer is not appointed

 

#2 - Challenges in conducting sensitization of the workforce

  • How to define which acts are a part of the organisation culture 
  • Finding legitimate experts to sensitize employees and train Complaints Committees
  • Ensuring that male workforce is not antagonized
  • How to ensure that the complainant feels safe
  • How to ensure that the law is not misused 
  • Sensitization on defending oneself against a complaint
  • How to ensure doubts are cleared on a continuous basis, after completion of offline trainings
  • How to ensure 100% of the workforce is sensitized
  • Taking a decision on the training format, that is, whether it should be an offline training, an online one or a hybrid model, to ensure 100% accessibility and retention by the workforce  
  • How to customize the sensitization content depending on the nature of the workplace, and delivery of the content in regional languages 
  • How to select appropriate technology, vendors, experts and technological tools for the sensitization 
  • How to keep records of employee participation, certification and updates
  • How to ensure employees can approach experts if they have doubts  
  • Ensuring that the training is contextually relevant to employees in different locations and contexts. For example, training for factory-workers may be different from training for the employees at the corporate office from contract-workers who are, say, responsible for maintenance of the facility premises at the office. In some locations, the training may have to be conducted in a regional language.  
  • Ensuring that employees take out the time to participate in the training and attempt the tests
  • Briefing the management team and ICC on the formulation of the organization’s stand on the areas where the law is silent or has gaps, and assisting them in formulating an organizational stance where there is a gap. 

 

#3 - Challenges in customization of policies

  • Ensuring policies do not involve a blind copy-paste of statutory provisions
  • Creation and implementation of a gender-neutral framework (if needed)
  • Applicability of policies to work-related interactions between colleagues outside office (i.e. quasi-workplace scenarios)
  • Customization of clauses in policies for schools, sales offices, off-site workers, journalists, etc. 
  • Ensuring periodic upgrades to policies 
  • Specification of mechanisms and procedures to deal with false complaints (which does not have the side-effect of unreported complaints)

 

#4 - Some other challenges

  • How to minimize scenarios of unreported complaints 
  • How to ensure functional ICCs in multiple locations
  • How to ensure posters and literature about anti-sexual harassment 
  • How to aggregate information accurately at the head office for the purpose of reporting 
  • How to ensure that confidentiality is not breached by the organization (by non-ICC members) 

 

We have only listed down some of the important challenges. The actual list is much longer. 

It must be clear to you that these challenges are not directly addressed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.


How can you help organizations resolve these challenges? What skills do you need?

Although the external expert is accorded a very specific role to perform with respect to organization’s ICC under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, in practice, experts and consultants are expected to conceptualize and lead all implementation initiatives on behalf of the employer within the organization.  
 
In light of the challenges mentioned above, experts are required to acquire a variety of skill-sets, as explained below.

 
#1 - Legal and decision-making skills 
 

  • Legal skills required extend far beyond knowledge of the POSH Act and the Rules alone. One needs to know about relevant aspects of Industrial Employment (Standing Orders Act), Shops and Establishments Act (in specific states) and the Companies Act.  
  • In certain cases, due to the gaps in the law, one may be required to make intelligent interpretations to effectively apply the legal provisions in practical scenarios. 
  • One must also know about natural justice requirements, drafting of various kinds of notices, orders, orders and evidence-related procedures.
  • In addition, decision-making skills require one to arrive at a judgment based on the available facts and circumstances and appreciation of evidence, which are not imparted to lawyers as a part of their curriculum, or even in practice, unless they have been a judge or members of a tribunal or a disciplinary committee. 
  • In fact, when practising lawyers represent clients before a court or tribunal in a legal proceeding, they develop their skills to present their clients’ case in the best possible manner. It is very different from arriving at a decision based on facts, evidence and arguments of two sides.

 
#2 - Administrative and secretarial skills
 

The following are examples of administrative tasks involved: 
 

  • Maintaining records of trainings and refresher courses conducted
  • Maintaining lists of employees who have undergone training and those who have not
  • Liaison with the management team, ICC and other stakeholders for implementation of ICC’s recommendations and other purposes 
  • Creating technical rules and systems to ensure that confidentiality is not breached
  • Ensuring data for annual compliance under POSH Act, 2013, the Companies Act, 2013 (and any other laws, where applicable) is accurately maintained at various locations and accurately compiled for the purposes of filing and disclosure
  • Maintenance of records of ICC proceedings and case files  

 
#3 - Training skills
 

Execution of ICC training and organization-wide workforce training is beset with a number of challenges, as explained above. A trainer is required to:
 

  • Possess the ability to deliver complex concepts and challenges in a simple manner 
  • Address preconceived societal biases and notions
  • Think of everyday examples so that members of the workforce, who are not trained in law, can relate to the training
  • Have the capacity to include and onboard dissenters into the conversation so that they are engaged,
  • Explain the organization’s stance with clarity,
  • Be creative and thoughtful and think independently to address new doubts which arise on the spot
  • Relay open or grey issues back to the organization for resolution, so that the management team can take a call and communicate an updated stance to employees          
  • Training of internal members and Chairperson of the ICC requires a very nuanced practical understanding of concepts. Your stance and interpretation of the law should be balanced and fair and in the organization’s interest. You cannot take on the role of an activist, and you cannot be a misandrist. There are competing considerations that need to be managed. Further, there are multiple ICCs in a large organization, so the exercise can be more complex.  

 
#4 - Interpersonal and communication skills
 

Effective communication is necessary to be undertaken on a continuous basis through various kinds of modes - notices, creative posters, emails, handbooks, etc. is at the heart of effective implementation. Communication is required to align various stakeholders, including management, external vendors and employees to the organization’s stance. There will be frequent edits and upgrades to the organizational policies or training programs, which will also require a clear intimation to the workforce about the change and its implications for them. This requires strong communication skills. Appropriate communication skills are necessary for effective drafting of various summons and notices to conduct the inquiry and in writing reasoned decisions. Several trained lawyers who are highly knowledgeable also do not have developed written communication skills, as a result of which their writing turns out to be ambiguous. Practice in this regard can help in fine-tuning one’s effectiveness.

 
#5 - Negotiation and business skills
 

Ultimately, you will need to identify and negotiate your terms of engagement as an expert, enter into a contractual agreement and manage your relationship with multiple clients. From time to time, you will innovate, identify new upgrades to your services and pitch them to your clients, and then manage the delivery of services when you receive a mandate. As you grow, you might decide to perform only niche work or build up a team to perform a varied portfolio of assignments in this area. Whatever you do, you will need to ensure you are out there in the market, and that you are consistent with delivery. You will need to manage both existing and new clients well. Performance of this consistently and repetition of this process requires negotiation and business skills.   


Kavita Solunke

Legal Advisor

Rupa Ram Nayak

Law Student

Vidya Sharadha

Independent Practitioner

Why there is a scarcity of experts

  • POSH implementation work is very specialized, requiring a combination of legal, communication, training, decision-making, compliance and administrative skill sets.  
  • Organizations prefer not to engage armchair experts, or activists, or misandrists. They need a balanced perspective.
  • Engaging a corporate lawyer may not be sufficient for the job, because he or she may not have enough specialized training (even if there is no eligibility bar under the law for a lawyer to advise an organization or be appointed as an external member of the ICC.)   
  • You will be surprised to know that corporate law firms also prefer to engage external experts for their own training. They understand that anti-sexual harassment laws are now quite specialized. 

Qualifications needed to for POSH implementation and consultancy work

Under the POSH Act and the rules, other than representatives for NGOs or organizations committed to the cause of women, any person who is familiar with issues pertaining to sexual harassment can be engaged as an external member on ICCs. 
 
Apart from familiarity with issues pertaining to sexual harassment, there are no technical qualifications necessary to be engaged as an external member.
 
You do not need a degree from a university, but you would need the skills to perform POSH implementation work.
 
You will also need to show your certificate as evidence of your skills.
 
I have a few questions for you: 
 

  • Will you be satisfied with an 8-hour long monologue or a weekend training program that teaches you what is already there under the Act, as long as it offers you a certificate?  
  • How will you leverage a certificate if you do not learn how to perform real work for an organization? 
  • Will you be able to perform client work satisfactorily, or earn well, if you have the certificate but not the skills? 
  • Do you want to pursue a course through which you can also learn the skills then?
  • Would you prefer a certificate which actually enables you to perform real life implementation work? 

How to obtain POSH work from organizations - our 5 step method

Preliminary Step: Understand the concepts and framework 

Most courses and certifications only teach you this. In our course, you start here. Use our study materials, class video recordings and templates to understand the concepts and framework of the law.

 

Step 1: Develop a basic implementation plan in an organization

In any organization, you will need to create a detailed plan for implementation. The plan is created based on answers to the following questions:

  • How many ICCs need to be created?
  • What is the management’s stance on tricky issues?
  • Who will conduct training and meetings with senior management? How frequently will they be conducted?
  • How does the anti-sexual harassment policy need to be customized for different workplaces and scenarios (going beyond the Act)?
  • Does it need to be gender-neutral? How should it be implemented?
  • How will the reporting and timelines be managed locally and centrally?
  • When will the audit be conducted for the directors’ report?
  • Who will conduct ICC training?
  • How will employee sensitization and certification be managed? How will this be managed for interns, apprentices and contractors’ employees?
  • How will confidentiality be implemented?
  • How will PR connected with implementation and disasters be handled? 

You will learn how to prepare the implementation plan with the help of several chapters on our learning management system.

 

Step 2: Learn drafting, decision-making, inquiry and decision-writing skills 

The next step is to draft various notices for creation of ICC, anti-sexual harassment policy for your organization, and to appoint the ICCs. 

You will also need to learn how to respond to complaints and how to draft various documents for conducting the inquiry and decision-making process. 

Decision-making expertise is also necessary.

Learn these with the help of various drafting-related exercises, templates and videos. You will perform through simulated assignments, recordings and in-line feedback

 

Step 3: Prepare an onboarding kit for prospective clients along with a roadmap for implementation

At this stage, you need to prepare the following:

  • A brochure about you and your services, 
  • a service chart identifying the different types of services you offer
  • A roadmap for the client, stating which services are required in sequence for complete implementation
  • If you need additional information from the client before you can prepare a roadmap, lay out the next steps.  
  • Quote a lump sum amount and a per service price and offer the client a choice. If necessary some negotiation may be acceptable.

You should be willing to conduct one or two steps for free or at a relatively cheaper price so that the client can have an experience of your expertise and begin to trust you. 

 

Step 4: Prepare presentations and audios that you can actually use for demos and client work

If a client asks you for an introductory training or a demo, you should be prepared.
 
Most consultants fail to take the deal beyond this stage if they do not receive the consideration that they want for this.
 
However, you know that this is barely 5% of the total implementation. Even if you do this for free, your client gets a sense of your expertise and your quality, develops trust and is willing to engage you for subsequent steps of implementation. 
 
The practice exercise on creation of a sample PPT for sensitization along with one recording in vernacular language is extremely useful for this.

 
Step 5: Engagement letter/ consultancy agreement 

After the demo, the client will be in a position to decide how to engage with you. At this stage, you need to execute a consultancy agreement, mentioning the consideration, detailed implementation steps with timelines and an advance amount which the client can immediately pay so that you can get started.

Since you offered the first service for free or at a significant discount, and because the client can trust you now, the client has an interest in proceeding further. It is much easier for the client to send you the advance. 

 

Step 6: Deliver and Repeat

After you have secured the engagement letter, you have the following goals: 

  • ensure successful delivery, 
  • recommend additional services to the client (especially if the client did not go with the complete implementation package) 
  • request testimonials, which you can include  for your brochure 
  • Ask for referrals 

 
Once you have gone through the complete cycle, you can repeat this for other clients. 
 
You have just started your practice!


Relevant Industries

Heavy Industries
Media
Construction
legal
finance
Media Entertainment
Technology
HOSPITALITY
MINING
GOVERNMENT
MANUFACTURING
ADVERTISING
Infrastructure

Potential employers

Businesses operating in any of the above industries


What is unique about this course?

  • The course is not limited to a provision-by-provision study of the POSH Act and Rules, but focuses on numerous implementation-related and practical challenges. As mentioned earlier, formal compliance is not sufficient and many practical considerations need to be kept in mind for different kinds of organizations.     
  • The course trains you on different kinds of actual work that is required to be performed by experts and ICC members (including the chairperson). 
  • You will actually perform different tasks, relating to various kinds of actions after receipt of complaints, drafting decisions, notices, summons and customization of policies, preparation of presentations and scripts for sensitizations through our various exercises. 
  • You will also perform tasks such as preparing quotations and brochures, and PPTs and recordings for a sensitization. This will enable you to prepare better to obtain work.
  • You will be entitled to 3 live online doubt-clearing sessions (1 per month), and a bonus of 3-4 live online classroom sessions on POSH in the next 6 months.
  • The course is tough and intensive, you will not be awarded the certificate unless you complete all the exercises. You need to spend 8-10 hours per week on this course.
  • You will get access to recorded videos to perform various practical tasks and in-line written feedback from evaluators on the quality of work you produce from our evaluators.
  • You will be writing an article every month and with our guidance publish the same either on iPleaders blog or various other industry publications.
  • We will provide you a free course on professional networking, CV writing, interview skills and client development. 
  • This training program and certification is valid to demonstrate your training for appointment as an external member, or to be an internal member of an ICC, or to assist organizations with implementation. As per the law, any person who is trained in issues related to sexual harassment is qualified for being appointed as an external member for an organization. The law does not prescribe that the training must be from a university or that the certificate be UGC-recognized. 
  • After completing the course, you will be able to handle work for other clients as an external expert or your own company. You will have an idea of how to enter into retainer arrangements and price your services. 

Training Methodology

Get access to basic study material through online learning management system, accessible on the web, Android and iOS app
Hard copy study material modules to be couriered to your address
You are entitled to 1 live online doubt-clearing session every month, for 3 months.
There are 13 assignments (comprising a total of 26 practical exercises, that is, 2 exercises per assignment) with video recordings which will be available to you on our assignment portal, followed by written in-line feedback by evaluators.
To complete the course successfully and obtain the certificate, you must perform at least 12 exercises (of 6 assignments) on the assignment portal and crack the MCQ test. Your cumulative average must be over 40%. You will have an opportunity to re-submit the exercises or re-attempt the test if your marks are low.
As a bonus, you will also be offered 3-4 online classes within the next 6 months on POSH Act. In the live class,You can ask questions, share your screen, and get personal feedback in this class.
Bonus classes will be held after regular work hours. Typically classes are held between 8-9 pm on weekdays/ Saturdays or on Sundays.
You can ask questions, get your doubts cleared in the class live as well as through an online discussion forum inside the learning management system.

What will you learn?

  • Develop expertise on practical issues under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 or POSH Act
  • Learn how to implement the compliance process for a large organization having a diverse workforce and multiple offices, shops or factories in different locations across India
  • Master how to guide CEOs and the management team, the ICC and the workforce with implementation
  • Apply a gender-neutral framework to deal with sexual harassment at the workplace
  • Learn the end-to-end decision-making and documentation process to be observed by ICCs, and train your own or ICCs of other organizations on it 
  • Understand key components of conducting sensitization for different categories of  employees, irrespective of language, location or type of workplace (factory, shop floor, construction site, etc.) 
  • Assist organizations in effectively dealing with false complaints 
  • Learn how to onboard men in the anti-sexual harassment compliance initiative despite the law according protection only to women 
  • Learn how to engage with external experts (for in-house HR managers)
  • Learn how to develop a consulting practice where you assist organizations as an external expert or trainer

Specific Learning Objectives

You will acquire insights on the following:

  • Ensure that employees feel safe to report instances of sexual harassment and minimize risk of reputational damage through leakage of scandalous stories to media
  • Create in-depth management information systems so that non-compliance or wrongdoing at the ground-level does not go undetected by the head office 
  • Learn how to customize anti-sexual harassment policies of different kinds of organizations depending on the nature of the workplace (e.g. school or university, shopfloor, mall, office, etc.)
  • Create gender-neutral frameworks for implementation of the law wherever needed
  • Learn the procedure for amendment of standing orders, that is, with respect to workmen in a factory 
  • Ensure that Internal Complaints Committees (ICCs) are functional and effective
  • Negotiate terms of engagement to provide services as an external expert
  • Effectively supervise the work of external experts 
  • Train ICCs in complaint-handling processes, evidence collection and decision-making 
  • Ensure that the ICC operates free from bias and observes the rules of natural justice
  • Draft different kinds of documents as a member (internal or external) of the ICC, that is, summons, orders, recommendations, etc. 
  • Ensure that interim and final punishment awarded by the ICC are in accordance with law and organizational objectives and do not unnecessarily disrupt work
  • Ensure that ICC maintains appropriate documentation and records of each case and its own meetings and other proceedings 
  • Ensure that ICCs have a uniform code of operation in organizations which have multiple ICCs 
  • Take effective action if the ICC’s directions or notices are violated
  • Create effective systems to ensure timely implementation of ICC’s recommendations by the organization’s management team
  • Train ICCs on when to refer cases to police or Local Complaints Committees (LCCs)  
  • Ensure confidentiality requirements are legally met in the process of determination and implementation of ICC’s recommendations 
  • Equip ICCs to deal effectively with false complaints
  • Train employees on how to defend malicious cases 
  • Learn how to effectively onboard and empower male employees in implementation of the law
  • Lead implementation initiatives in large organizations either as an in-house member or an external expert
  • Conduct sensitizations effectively in different locations, such as the factory-floor, with off-site consultants and vendors and employees in office
  • Ensure that prohibition of sexual harassment in contractual documents and internal policies is made binding as required under the POSH Act
  • Ensure that employees are adequately informed about the consequences of sexual harassment at work 
  • Identify when complaints can be settled through conciliation and when to proceed with inquiry proceedings
  • Ensure that all paperwork and compliance in connection with anti-sexual harassment laws under the POSH Act and under the Companies Act is in order 
  • Effectively conduct ant-sexual harassment audits, both internally and as an external expert  
  • Ensure that the organization’s stance on the issue continuously improves over time through your intervention and coordination with the management, ICC and the workforce

List of exercises

These exercises will be available along with pre-recorded videos for briefing and feedback on our assignment portal.   

  • Review of Employee Handbook 
  • Receipt of complaints and the way forward: Identify whether the complainant is eligible
  • Definition of sexual harassment at workplace
  • Customization of Anti-Sexual Harassment Policies & Employers' Obligations under POSH Act
  • Sensitization and Training of Employees under POSH Act
  • Implementation on Confidentiality under POSH Act
  • Filing an Anti-Sexual Harassment Complaint
  • ICC Inquiry Procedure_ Preliminary Investigation by ICC, Conciliation Process, Interim Relief and Conducting the Main Inquiry
  • Drafting ICC Decision and Recommendations
  • Drafting of Consultancy Agreement and Proposal

Industry Academia Panel

Dr. Ranjana Kaul
Former Member of Delhi Commission of Women member
Linkedin link
Siboney Sagar
Legal and Regulatory Counsel, Start India
Linkedin link
Sonal Mattoo
Director, Helping Hands
Linkedin link
Sunila Awasthi
Corporate lawyer who has worked on sexual harassment issues for over a decade (partner at AZB)
Linkedin link

Online Faculty

Esha Shekhar
Independent Corporate Counsel | Corporate Advisory and Compliance | Trainer- POSH and gender laws
Linkedin link

Course Plan

Free Materials
Rs. 0
incl. of all charges

- Get Sample Material in your inbox
- Regular career guidance on email
- Sample Exercises
- Five very useful lessons
- No certification

Sign Up
Standard
Rs. 11800
incl. of all charges

- Practical or drafting exercises available on assignment portal 
- Assignments to be solved with the help of pre-recorded videos and study materials
- In-line written feedback by evaluators
- 1 writing assignment with training on writing and publication
- Get digital access to entire study material with templates
- Access on LMS, Android & iOS app for 3 years (including updates)
- 3 doubt clearing classes (1  every month for 3 months)
- 3 Bonus Live Online Classes on POSH work to be in the next 6 months (recordings will also be made available)
- Online MCQ test as per your convenience
- Complete any 3 assignments (i.e. 6 exercises), MCQ test and write one article to pass.
- Physical certificate (by courier)
- Networking with other students & alumni

Enroll Now
Master Access
Rs. 150000
incl. of all charges

- Access to all of Lawsikho.com's courses for 4 years (including new courses launched in this period)

- Immunity from future price increases for 4 years

- Complimentary access to members-only paid Facebook group for exclusive career opportunities and content

- Inclusion of templates and lessons on your request on a priority basis

- Priority pass for personal coaching, doubt-clearing, customer-support

- Free passes and invitations to all Lawsikho events and meet-ups across India

- Direct mentorship from Ramanuj and Abhyuday

- Personal feedback on as many assignments as you want

- Access to Lawsikho alumni network

- Priority processing for articles submitted to iPleaders blog and Superlawyer interview recommendations

View Details

Above prices are inclusive of all applicable taxes and charges. Option to convert your payment into two instalments is available on checkout page.

Course Syllabus

Chapter: History of fight against sexual harassment in India
Chapter: Participation of women in the workplace and resulting issue
Chapter: 5 companies that went down because of sexual harassment complaints
Chapter: Startup culture and crimes against women - a case study of Uber
Chapter: Case Study of TERI
Chapter: Sexual Harassment at Work in the Age of Me Too
Chapter: Psychological basis of sexual harassment
Chapter: Vishakha Guidelines
Chapter: 2013 Act and overview of employer’s responsibility
Chapter: What the Act does not cover
Note: Background of provisions related to sexual harassment
Chapter: Key implementation roadblocks for organisations under the POSH Act
Note: Role of an external expert/ consultant
Chapter: Role of an Expert: Consultant
Chapter: How to build a consultancy around POSH Implementation
Note: Task list of an external expert
Chapter: Mandatory duties of employers under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013

- Mandatory duties of employers under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
- Providing necessary facilities to the member of ICC
- Preparation of annual reports
- Communication and training for employees
- Modifying employment agreements and policy in light of anti-sexual harassment law
- Sample notices for display in organizational premises
- Reporting and other compliances
- Other statutory requirements

Chapter: Consequences of violation of key obligations

- Non-constitution of ICC
- Non-implementation the decision of the ICC
- Reputation hazards for businesses in connection with sexual harassment laws
- Consequences under POSH Act
- Consequences under other laws

Chapter: Sexual harassment and reputational hazards for business
Chapter: Director’s liability in sexual harassment cases
Chapter: Risk Mitigation of Employer’s Liability
Chapter: ICC-related responsibilities of employers
Note: Role of men in anti-sexual harassment compliance
Note: Anti-sexual harassment audits

- Necessity and objective of a sexual harassment audit
- Professionals and officers involved in an audit and their roles
- Reporting and information collection systems for audit
- Identification of relevant scenarios where sexual harassment at work may arise

Note: Methodology and procedures for an audit

- Interviews with employees and management to understand past instances of sexual harassment cases
- Evaluation of existing sexual harassment redressal mechanisms in the organisation
- Understanding management stance on sexual harassment – is it consistent with the notion of the act

Note: Pointers for writing audit reports and suggested formats
Chapter: Creating and implementing an anti-sexual harassment policy and standard practices
Chapter: How should you identify the type of anti-sexual harassment policy that is required in an organization?
Chapter: Essential elements of a sexual harassment prevention policy

- What constitutes Sexual harassment?
- Is sexual harassment gender neutral?
- Does the policy apply to situations not contemplated by the act
- Complainant's rights and remedies available
- Identifying whether the sexual harassment took place in the "workplace"

Chapter: How to draft policies for specific cases and other related company policies
- Management and employee participation/inputs to identify the needs of the organization
- Explaining reputational and other risks of non-compliance and onboarding relevant officers towards legal compliance and sensitization
- Developing a uniform and consistent management stance on sexual harassment
- Identifying risks and objectives of the organization
- Drafting a need-based sexual-harassment prevention policy
- Scope of a sexual harassment prevention policy and variations
- Implementation of a gender-neutral framework
- Sexual harassment policies in schools and educational institutions
- Sexual harassment policies for hospitals and medical institutions
- Aligning other company policies to prevent sexual harassment
- Dissemination and publicity of sexual harassment policy
Note: Dissemination and publicity of the anti-sexual harassment policy
Takeaways

- Sample anti-sexual harassment policy
- Checklist for drafting a custom-sexual harassment prevention policy

Note: Sensitization and training of employees
Note: Introduction to the 2013 Act
Chapter: How or why are such promises threats relevant
Chapter: Scenario based questions - identify whether the conduct qualifies as sexual harassment
Note: What categories of employees are protected from sexual harassment at work and in which situations
Note: What is the scope of the definition of “workplace” under this Act
Note: What should be done in case a woman faces sexual harassment at work
Note: What to expect after filing a complaint with ICC
Chapter: Identify a suitable course of conduct available
Note: Guides for employees (for employee sensitizations)
Note: What can be done if a complaint is filed against you? (for employee sensitizations)
Note: How should male and transgender employees deal with sexual harassment at workplace?
Chapter: Implementation of workshops for sensitization

- Modes of sensitisation - workshop, intranet or video-conferencing
- Content generation for sensitization
- Evaluation techniques and frequency
- Provision of take-away information kit

Note: Sensitization script for blue-collar workers
Chapter: Formation of ICCs

- Establishing ICC and selection of members
- Identifying suitable external member of the ICC
- Terms of engagement with external members

Note: Duties of ICC Presiding Officers
Note: Challenges in the creation of ICCs
Note: Participation in ICC’s meetings and hearings
Note: Notes for revision with respect to ICC
Note: Compliance obligations of ICCs
Chapter: ICC’s compliance obligations under the act

- Record keeping obligations
- Maintenance of confidentiality
- Implementation monitoring – how to ensure the organization complies with ICC’s recommendations

Chapter: Employer’s duties with respect to ICC

- Developing handbook for ICC members
- Independence of ICC
- Role of different organisational actors in tackling sexual harassment
- Pre-complaint employee counselling

Note: Interface between the employer and ICC
Note: Creation of an effective complaints mechanism
Note: Duties of ICC Presiding Officer
Chapter: Mechanisms for protection from sexual harassment at work in public sector organizations and government departments
Chapter: Steps for conducting disciplinary proceedings in the case of Central Government employees
Chapter: Procedure and timelines for the ICC to decide a sexual harassment complaint

- Filing of a complaint
- Reply by the accused
- Settlement
- Interim measures and how to identify appropriate interim measures
- Enquiry process
- Recommendation

Chapter: Principles of natural justice
Chapter: Inquiry and decision-making process in detail

- Notice to attend a hearing
- Oral hearing
- Presentation of evidence
- Recording the deposition of witness
- Examination and Cross-examination

Chapter: Inquiry-related powers of ICC

- Powers as a Civil Court
- Cooperation of employer
- How to enforce attendance, issue summons and attachment

Chapter: Decision making process by the ICC
Note: Quantum of punishment
Note: How to write orders and reports
Note: Pointers for appreciation of evidence
Note: How to handle false and frivolous complaints
Note: What to do if a false complaint is filed against you?
Chapter: Principles of Natural Justice for Disciplinary Inquiries under POSH Act
Chapter: Role of men in anti-sexual harassment compliance
Chapter: Framework for gender-neutral implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Note: Workplace Diversity
Note: Workplace Harassment and Discrimination
Note: Indian law on discrimination at work
Note: Workplace harassment and discrimination in US and UK
Sample settlement agreement
Sample appointment letter of ICC member
Checklist for drafting effective sexual harassment policy
Checklist and abridged pointers
Checklist for compliance with anti-sexual harassment law
Compliance checklist for employers
Diagnostic Questionnaire
Sample declaration to minimize risk of false complaints
Domestic Enquiry Report Format
Sample first hearing (under Section 11 of POSH Act)
Sample decision of the ICC
Sample interim-decision of the ICC
Sample anti-sexual harassment policy
Sample anti-sexual harassment notice at workplace
Sample clause prohibiting sexual harassment in employment contract
Sample Annual Report by the ICC
Sample notice to accused to attend an ICC proceeding
ICC Training Presentation
Sample sensitization presentation
Sample retainer contract
Sample notice to a witness to attend an ICC proceeding / produce documents
Daily order sheet
Minutes of hearings
Record of examination of witnesses
Production of new evidence/witnesses
Compliance checklist for organizations
Capacity building plan for the members of the ICC
Format for FIR
Checklist for filing an FIR
Declaration to minimise risk of false complaint
Draft complaint against sexual harassment
Sample notice to employer to comply with the provisions of the POSH Act, 2013
Sample audit report for equity shareholders
Draft Proposal Formats
Important Government notifications related to sexual harassment

Get In Touch

Delhi Office
LawSikho, 33 A, Mehrauli - Badarpur Rd, Saidulajab, New Delhi, 110030
Kolkata Office
59, Rash Behari Avenue, Kolkata - 700026
+91 11 4084 5203
[email protected]
[email protected]

Do You Have Any Queries?

Addictive Learning Technologies Private Limited
CIN: U80904Dl2017PTC323508
GST: 07AAQCA0212K1ZT
LawSikho, 33 A, Mehrauli - Badarpur Rd,
Saidulajab, New Delhi, 110030
  • Company
    • About
    • Terms and condition
    • POSH Complaint Committee
  • RESOURCES
    • Success Stories
    • LawSikho Network
  • SUPPORT
    • Refund Policy
    • Legal & Privacy
    • Raise an Issue
  • BUSINESS
    • Corporate Training
    • Hire Graduates
    • LawSikho for Business
  • ONLY AT LAWSIKHO
    • Commercial Contract Law
    • Technology Contract Law
    • Ace your Internship
Legal & Policy Sitemap Terms & Conditions
© 2011 - 2021 Addictive Learning Technologies Private Limited. All rights reserved.

SIGN UP

New User? Let's get registered.

We will send an OTP to your email
OTP has been sent to your email. Enter it here.
Already have an account?
LOGIN

LOGIN

Login and let's get started!

We will send an OTP to your email
OTP has been sent to your email. Enter it here.
New User? Let get registered!
SIGN Up

Please take a short quiz:

Please select a radio option

Please enter your details:

Thank you for taking the quiz!

Register now for 3 hours-workshop

Registration closing in
0
Days
0
HRS
00
MIN
00
SEC
3 hours workshop

How to draft a bail application

30th January, 6 - 9p.m
Yash Vijayvargiya Senior Associate,
Abhyuday Agarwal COO & Co-founder,
LawSikho
Harsh Jain Co-Founder and Chief Growth Officer ,
LawSikho

Awesome, looking forward to seeing you in the workshop!

In the meanwhile, if you have any questions, or if you want to speak to one of our counselors about your interest or building a custom career plan for you, you can schedule yourself for a live call here: +91 11 4084 5203

Hi! Get the Free Course Materials in your email inbox!

Our graduates are working with reputed organisations

Thank you!

We have e-mailed your Free Course Materials!

Explore some other course in our course directory

Explore

Enrollment in this program is closed, but you can join the wait list.

We will let you know when we take more enrollments.

Our graduates are working with reputed organisations

Thank you!

We will get back to you

Close
Get Free Study Material and try it for yourself Download Now