Lexi PoSH

  Individuals are to be respected, the dignity of the workforce is to be maintained. Each working person is entitled to get an atmosphere free from gender discrimination, violence, and harassment at the "workplace"; The historic convention adopted by the International Labour Organisation "C190" in 2019 has been ratified and has come into force on 25 June 2021. It is the first international treaty addressing violence and harassment. The outbreak of the pandemic has forced us to reconsider this issue. It is a need of the hour. The rise in sexual harassment cases against women & vulnerable groups during this period speaks a lot. Governments endorsing the conventions will be responsible for active measures to prevent abuse at work. The progressive and detailed legislation on the Prevention of sexual harassment at the Workplace, which is in force, would be further supported. The implementation of the Act that is marred even after eight years of the enactment of The P

A judgment comes through opinions over the same boilover. Comments on the decision and the judge is a norm. The recent decision of Tarun Tejpal is one of such judgments that has created a furor! It has led to be a grave miscarriage of justice. A question on how many women would come forward and report cases of sexual harassment and misconduct if shamed in this manner. Do you think such conversations help in bringing a positive change in the scenario?   Instead, let us divert our energies towards the learnings one needs to take from the current situation. In the above-cited case, the employer constituted an IC as per the Vishakha guidelines after the journalist complaint. However, the journalist (complainant) was traumatized by the support offered by the organization. It leaves a thought to ponder on? If the organization had taken due cognizance of the complaint, would the situation be different? The complainant felt victimized, was avoiding it possible? Would there be any scope for dis