Lawfully Explained’s Post

Empowering HR and Enhancing Company Culture: Leveraging PoSH Act 2013 Awareness Training. Recognizing the pivotal role of Human Resources in cultivating a safe and respectful workplace, I advocate for comprehensive training on the Prevention of Sexual Harassment (PoSH) Act 2013. This training not only meets legal obligations but also yields substantial benefits for HR and the organization as a whole. Explore how PoSH Act 2013 awareness training benefits HR and the company: 1) Compliance and Risk Management: Educating employees on the PoSH Act provisions ensures legal compliance and minimizes the risk of sexual harassment incidents. 2) Workplace/culture Transformation: Training promotes a culture of respect, inclusivity, and gender sensitivity, fostering a positive work environment. 3) Empowering Employees: Awareness empowers employees to identify and report harassment, fostering confidence and engagement across the workforce. 4) Enhanced Reputation: Prioritizing PoSH Act compliance and a safe culture enhances the company’s reputation, attracting top talent and bolstering brand image. 5) Strengthened Employee Relations: Proactive measures like PoSH training build trust and improve relations between management, HR, and staff. 6) Effective Conflict Resolution: Well-informed HR professionals can handle complaints and investigations efficiently, leading to satisfactory conflict resolution. 7) Legal Safeguards: Training provides legal protection to employees and the organization, showcasing ethical practices and due diligence. In summary, investing in PoSH Act 2013 awareness training benefits HR and the company by promoting respect, compliance, and transparency, safeguarding rights, and fostering inclusive workplaces. #PoSHAct #HRDevelopment #WorkplaceCulture #Compliance #Inclusivity

No POSH Complaints: Good or Bad?   When introducing the ashure platform (https://www.ashure.in) for POSH complaint resolution and training POSH committees, we would often hear the argument that the client hadn't received any workplace sexual harassment complaint in years, and therefore, they didn’t need to do anything more. However, it is crucial to ask whether absence of complaints truly means that all is well? Our experience of working with several organizations on POSH shows that absence of complaints could actually be a ticking time-bomb. In fact, we have seen instances where organizations have suddenly faced a deluge of POSH complaints after an initial seemingly calm period. When that happens, organizations have been found ill-equipped to effectively and efficiently resolve complaints leading to heavy financial and reputational damage. Similar consequences follow when organizations treat POSH compliance as an end in itself, rather than a means to create a safe and respectful workplace. While ensuring compliance with the POSH law is a crucial step, it should not be solely relied upon to create a truly safe and inclusive work environment. The absence of reported complaints, while seemingly positive, may not accurately represent the experiences of women who might feel uncomfortable or unsafe reporting incidents due to various factors. Such an outlook could lead to a false sense of accomplishment and hinder efforts to address deeper issues within the organization. In our view, these issues can be addressed by preferring a people-centric approach to POSH over a compliance-centric approach. Adoption of technology can help with POSH training, complaint resolution and compliance. The ashure platform for POSH incorporates a people-centric approach in its training, complaint resolution and compliance modules. It helps organizations use POSH as an opportunity to create a safe and respectful workplace, enhance their reputation, and employee productivity, retention, and satisfaction. #poshact #posh #poshawareness #poshcompliance #safeworkplace #hr #poshtraining

Find out why a people-centric approach scores over a compliance-centric approach in creating a safe and respectful workplace. Also, know about the role of technology in enabling such an approach. An insightful post, indeed!

What can you expect from industrial relations in 2024? Our Senior HR Consultant Guy Hargreaves explores the top 5 areas business owners, leaders and HR practitioners need to be aware of this year: 1️⃣ Understanding the new legislative changes and how they impact your business. 2️⃣ Managing psychosocial hazards appropriately, like sexual harassment and burnout. 3️⃣ Ensuring HR policies are fit-for-purpose and support the effective implementation of enterprise agreements, including the new APS-wide enterprise bargaining outcomes. 4️⃣ Ensuring that the ‘Right to Disconnect’ is understood by employers and appropriate frameworks are put in place to prevent any misapplication of these new laws. 5️⃣ Making sure your business or organisation is paying people correctly, to avoid being caught out by the new anti-wage theft laws – particularly for small business who are more at risk. Read more here: https://lnkd.in/gbJ3si7d #IndustrialRelations #WorkplaceRelations #HumanResources

An Open Online Workshop Exclusively For HR Professionals Topic: “Strategies & Tips on Culture Rectification to Mitigate Workplace Sexual Harassment” In an ever-changing business environment, it is important that employees are geared to handle the nuances of an effective professional culture. This open house course is meant for HR professionals and POSH committee members. The objective of this program is to make the attendees learn ‘ How to rectify the workplace culture’ in their respective organizations and outlines all the stakeholder’s personal liability under the POSH Act 2013. Also to analyse issues of sexual harassment at the workplace and their impact on Employees, Organization, and other Stakeholders The spirit of the POSH Act 2013 is ‘Prevention-Prohibition-Redressal’. We believe if we implement good enough strategies in place to ensure Prevention & Prohibition, the need for redressal may not even arise. Attend this open online workshop on “Strategies & Tips On Culture Rectification To Mitigate Workplace Sexual Harassment” Highlights of the program: 🔹 Understand the perception men and women have about each other identify the different stereotypes associated with men and women and how these affect them 🔹 Brief Insight On POSH Act 2013 🔹 Dealing With The Workplace Stereo Typing 🔹 Controlling Gender Sensitivity At the Workplace 🔹 Handling People With Unprofessional Conditioning In offices 🔹 Successfully Deploying The Culture Of Moral Policing 🔹 Experience Sharing By The Trainer On Handling POSH Related complaints 🔹 Smart Tips On POSH Compliance & Documentation 🔹 Case Studies on real incidents Dr. Abhishek Tiwari (International Corporate Trainer) having done his PHD. on POSH, is inspiring organizations to keep a tap on their workplace culture & behavior of the workforce that can help them to prevent and prohibit the occurrence of workplace complaints of any nature. 📆 Date: 13-JULY-2024 -SATURDAY ⏱ Time: 11:00 AM - 1:00 PM 🖥 Platform: MS TEAMS 🎤 SPEAKER: DR. ABHISHEK TIWARI (PHD. ON POSH & INTERNATIONAL CORPORATE TRAINER) Click to Register: https://lnkd.in/d4DYvATn #POSH #GenderSensitivity #WorkplaceSafety #OnlineWorkshop #ProfessionalDevelopment #DrAbhishekTiwari #POSHWebinar #HarassmentPrevention #HR #Compliance #WorkplaceCulture #EmployeeWellbeing

🌟 Prioritizing POSH Compliance: Key to a Safer Workplace 🌟 Maintaining a safe and inclusive work environment is essential. Adhering to the Prevention of Sexual Harassment (POSH) guidelines not only fulfills a legal requirement but also enhances our work culture and empowers employees. 🔍 Why POSH Matters: Legal Compliance: Ensures protection under the law. Positive Work Environment: Cultivates respect and boosts productivity. Employee Empowerment: Supports and protects all team members. ✅ Action Steps: Conduct Regular Training: Educate on POSH policies and rights. Establish Clear Reporting: Ensure a confidential process for complaints. Review Policies Annually: Adapt and improve based on feedback. Together, let’s commit to a workplace that is safe and respectful for everyone! #WorkplaceSafety #POSH #HR #Leadership

One of the major recommendations of this article to HR is this 👇 Supporting whistleblowing: Employers should not discourage whistleblowing of any level and must be aware that, once complaints like these are made, the complainant should not be subjected to unfair treatment because they have made the complaint. We can help you with that! Get in touch for a demo of WorkInConfidence Anonymous Speak Up reporting channel - two-way communication and case reporting - Let us show you how you can encourage staff to come forward and #speakup Book your demo here: https://lnkd.in/ec7Bg29h #CompanyCulture #SafeCulture #EmployeeEngagement #AnonymousReporting #StartByListening #HRDirectors #HR https://lnkd.in/esHZfRUg

HR professionals play a pivotal role in shaping a safe and respectful workplace environment. In the dynamic landscape of modern businesses, they act as catalysts for positive change, steering organisations towards a prosperous future. Through their expertise in organisational development and change management, HR professionals emerge as superheroes within the corporate realm. Implementing robust sexual harassment prevention policies and comprehensive training programs is a key area where HR can drive impactful change. These initiatives not only protect employees but also foster a culture of respect and inclusion. By proactively addressing issues and educating staff, HR ensures that everyone feels safe and valued in the workplace. HRM is not just an administrative function but a strategic partner that contributes to the overall success of an organisation. Are you an HR professional and doing enough to implement sexual harassment prevention policies and training in your workplace? Partnering with Work Respect will assist in effecting robust HR policies and strategies. Together, we can create workplaces where everyone thrives. https://lnkd.in/e-U-A7cB #WorkRespect #SafeWorkplace #RespectAtWork #EmployeeWellbeing #PositiveWorkCulture #StopHarassment #SexualHarassmentPrevention #RoleofHR #HumanResource

"Addressing Workplace Harassment: Effective HR Strategies for Resolving Complaints" In today's workplace, fostering a respectful and safe environment is crucial. Imagine a scenario where a senior employee makes an inappropriate remark to a female trainee, leading her to feel harassed. This incident is reported to the HR department. Given the complexities of such situations, how do you think HR should approach this issue to ensure fairness and sensitivity for everyone involved? Your insights and experiences are valuable—how would you handle this to maintain a positive and respectful workplace culture? #POSH #HR #Compliance#

Nimble Global expands to include third-party HR compliance audit services. Our robust compliance audit services now cover your entire workforce—employees and non-employees alike. HR leaders, ask yourselves: ❓ When was our last independent compliance review? ❓ Are we confident in our current compliance measures? ❓ How do we track and ensure compliance? ❓ How do we stay updated on changing regulations? ✅ UK: Incoming new rules from 26 October 2024 - the Worker Protection (Amendment of Equality Act 2010) will require employers to take 'reasonable steps' to prevent sexual harassment in the workplace. Learn more at nimbleglobal.com Real People. Real Action. Real Innovation. #HRCompliance #WorkforceAudit #RiskManagement