Questions and Answers
What is considered a type of sexual harassment in the workplace?
Which of the following measures is effective in preventing sexual harassment?
What is the maximum leave that can be granted to an aggrieved woman during the inquiry process?
Who can be defined as an 'aggrieved woman' under the POSH Act?
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What actions can be taken against someone guilty of sexual harassment?
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How frequently must the Internal Committee file an annual report?
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Which role does not belong to the Internal Committee?
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What should the composition of the Internal Committee ideally be?
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Which law governs the Prevention of Sexual Harassment (POSH) at the workplace in India?
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What does "quid pro quo" sexual harassment primarily involve?
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Which of the following is NOT classified as a type of sexual harassment under the POSH Act?
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Who is permitted to file a complaint of sexual harassment under the POSH Act?
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What is the maximum time limit for filing a complaint of sexual harassment from the date of the incident?
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What type of relief can be granted to an aggrieved woman during the inquiry process?
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What is the primary role of the Internal Committee (IC) in handling sexual harassment complaints?
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Which scenario exemplifies virtual workplace harassment?
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Study Notes
Workplace Misconduct and Harassment
- Taking screenshots of colleagues during meetings without consent is an invasion of privacy and should be discouraged.
- Sending work-related emails after office hours can blur work-life boundaries and lead to burnout.
- Attending virtual meetings without video may hinder engagement and teamwork.
- Discussing non-work-related topics during meetings can be distracting and decrease meeting efficiency.
Measures Against Sexual Harassment
- Formation of an Internal Committee (IC) is crucial for addressing sexual harassment complaints.
- Displaying clear penalties and consequences for harassment establishes a culture of accountability.
- Sensitization training for employees raises awareness and fosters a respectful workplace environment.
- Implementing all these measures can significantly contribute to preventing sexual harassment.
Leave Duration for Aggrieved Women
- An aggrieved woman can receive a maximum leave of 3 months during the inquiry process.
Definition of Aggrieved Woman
- An “aggrieved woman” under the POSH Act includes full-time employees, domestic workers, contract workers, probationers, trainees, and apprentices, indicating broad coverage.
Consequences for Guilty Parties
- Actions against an individual found guilty of sexual harassment can include warning, termination, and demotion, reflecting seriousness of the issue.
Internal Committee (IC) Reporting
- The Internal Committee (IC) must file an annual report, ensuring accountability and transparency in handling complaints.
Roles of the Internal Committee (IC)
- The IC is responsible for conducting awareness programs, inquiring into complaints of sexual harassment, and filing annual reports.
- Providing legal advice to the accused is not within the IC's purview.
Composition of the Internal Committee (IC)
- The IC should represent a balanced gender composition to ensure fair proceedings.
Consequences of Sexual Harassment
- Sexual harassment leads to decreased productivity, legal and financial repercussions, and reputational damage—but does not improve employee morale.
External Members of the Internal Committee (IC)
- External members can be included in the IC to bring an unbiased perspective to inquiries.
Governing Law for POSH
- The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 governs sexual harassment issues in India.
Types of Sexual Harassment
- "Quid pro quo" involves seeking sexual favors in exchange for benefits, such as preferential treatment.
- The POSH Act outlines forms of harassment, including physical advances, demands for favors, and displaying pornography.
- Verbal comments regarding work performance do not fall under the defined types of harassment.
Filing Complaints
- Complaints can be filed by the aggrieved woman, her legal heirs in case of death, or anyone with knowledge and written consent.
- The time limit to file a complaint is typically 3 months from the incident date.
Relief During Inquiry Process
- The relief options for the aggrieved woman during inquiries may include monetary compensation, transfer to a different workplace, or demotion of the respondent.
Role of Internal Committee (IC)
- The IC's primary role includes conducting inquiries into complaints of sexual harassment and providing support to aggrieved individuals.
Virtual Workplace Harassment
- Virtual workplace harassment encompasses inappropriate behavior occurring in online settings, highlighting the need for clear guidelines in remote work environments.
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Description
Test your knowledge on workplace misconduct and the measures to combat harassment. This quiz covers essential topics such as privacy invasion, work-life boundaries, and the importance of internal committees in addressing sexual harassment. Understand how to foster a respectful and efficient workplace.
