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The #POSH Act (#SexualHarassment of #Women at #Workplace (Prevention, Prohibition and Redressal) Act, 2013) is applicable across all #workplaces in #India, regardless of the sector.

Key criteria for its applicability and the distinctions between the organized and unorganized sectors:

1. 🏛 Workplaces Covered:
• Government organizations & private sector entities.
• Workplaces in the organized & unorganized sectors.
• Non-governmental organizations.
• Educational institutions.
• Hospitals and nursing homes.
• Sports institutes and stadiums.
• Places visited by employees arising out of or during the course of employment, including transportation provided by the employer.

2. 👩‍🏫 Employees Covered:
• Any woman employed at a workplace, irrespective of her age, employment status (full-time, part-time, temporary, contractual, or trainee), or hierarchy (junior, senior, managerial, or executive level).
• Domestic workers (applicable specifically in the unorganized sector).

Differences between Organized and Unorganized Sectors

Organized Sector
• Every employer with 10 or more employees.
• The ICC should have at least four members, with a majority being women.

Unorganized Sector
• For workplaces with fewer than 10 employees.

Summary:
While the POSH Act uniformly applies to all workplaces in India, the main distinction lies in the establishment of complaint committees—ICC for the organized sector and LCC for the unorganized sector. Both types of committees serve to address and redress complaints of sexual harassment, but the structured environment and resources in the organized sector typically allow for more straightforward implementation of the Act’s provisions.

#POSHAct #WorkplaceSafety #HarassmentPrevention #EmployeeRights #SafeWorkplace #WorkplaceEquality #GenderEquality #EmployeeProtection #WorkplacePolicy #LegalCompliance #WorkplaceWellbeing #SafeWorkEnvironment #AntiHarassment #WorkplaceCulture #ZeroTolerance #InclusiveWorkplace #CorporateResponsibility #HRPolicies #law