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POSH

PREVENTION OF SEXUAL HARASSMENT OF WOMEN (POSH) IN SJVN

SJVN is committed to create a secure work environment where all its stake holders such as Employees, Agents, Vendors and Partners can work and pursue business in an atmosphere free from any sexual harassment, to providing equal employment opportunities and to creating a healthy working environment for women to enable them to work without fear of prejudice, or gender bias and in a harassment-free workplace.
In accordance with the provisions of “The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013” and rules framed thereunder, Internal Complaint Committees (ICC) have been constituted for all-administrative units of SJVN.
1. CHQ Shimla- CHQ, Shimla, Parwanoo/ DSHEP,Hamirpur/Chenab Projects.
2. CHQ Delhi- LO Delhi/ All Renewable Projects of SJVN/ SGEL
3. NJHPS/ JTPHEP
4. RHPS
5. LHEP-I, II & SDHEP
6. STPL/ Arunachal Pradesh Projects
7. NMHEP, JSHEP, DHEP & LO, Dehradun.

  • Presiding Officer: The Presiding Officer will be a woman who is responsible for conducting the inquiry into the complaint of sexual harassment. She must be a senior-level employee of the organization.
    Members: At least half of the members of the IC must be women. These members should be representative of the diverse workforce of the organization. They should have experience in dealing with issues related to sexual harassment.
    NGO/Association Representative: One member of the IC must be from a non-government organization or an association committed to the cause of women. This member should have knowledge and experience in dealing with issues related to sexual harassment. Expert Member:
        a. One member of the IC must be a person familiar with the issues related to sexual harassment. This can be an academic, a legal expert, or a person with experience in dealing with such issues. The Internal Committee plays a crucial role in ensuring that the organization is compliant with the POSH Act and that employees are protected from sexual harassment at workplace. The IC is responsible for receiving complaints of sexual harassment, conducting inquiries, and making recommendations for resolution.
        b. An external member can be anyone affiliated with NGOs or associations dedicated to women’s causes or an individual well-versed in sexual harassment issues.

  • The IC is responsible for receiving, inquiring into, and resolving complaints of sexual harassment made by employees of the organization. It also plays a key role in creating awareness about sexual harassment. It helps in promoting a culture of zero tolerance for such behavior within the organization. The rules for IC are governed by the Prevention of Sexual Harassment (PoSH) Act.
    The IC also plays a key role in creating awareness about sexual harassment and promoting a culture of zero tolerance for such behaviour within the organization. It is important to note that the IC is not a judicial body and does not have the power to impose penalties. However, the committee may recommend disciplinary action against the accused and the organization must take appropriate action based on the findings of the inquiry. Objectives of the Internal Committee (IC)- It’s objectives include preventing and redressing instances of sexual harassment at the workplace, creating a safe and respectful work environment and ensuring compliance with the PoSH Act. Role of HR in Internal Committee (IC)- The HR department plays a crucial role in implementing the PoSH policy, creating awareness, conducting training, and ensuring compliance with the PoSH Act. HR Division also support the Posh Committee in its functioning. Punishment by the Internal Committee (IC)- The Posh Act prescribes various penalties for employers and individuals who violate its provisions, ranging from reprimands to termination of employment. The scope of Posh Act- The Posh Act applies to all workplaces, including government offices, private companies, educational institutions, and NGOs. It covers a wide range of sexual advances, including unwelcome physical contact, verbal abuse, and creation of a hostile work environment.