Skip to main content

Service for Individuals - Advisory Support & Counselling Program

Advisory Support

The Act gives the IC the powers of a Civil Court and thus it acts as a quasi-judicial body empowered to summon or enforce the attendance of any person, order the production of documents, and perform any other matter(s) as may be prescribed.

Whether you are a Respondents or a Complainants, you will find it difficult to be able to operate through the working of aforesaid quasi-judicial body. Most of the time, during the process, one will not have the full expertise necessary to work efficiently through each stage .

Our experts help you to understand in detail the concept and the method. In addition, at each significant juncture, offer tailored guidance and resources to help you plan and appropriately present your case before your organization's IC.

Counselling Program

Individuals undergoing a POSH inquiry may experience emotional and psychological distress. Following are some of the commonly seen psychological impacts of sexual harassment Self-blame, Irritable Mood, Difficulty in concentration, Sleep Difficulties, Constant Fear of personal safety, Fatigue and change in energy levels , Anxiety and excessive alertness, Depression , Post Traumatic Stress disorder etc. While assault by a stranger is traumatic, trauma associated with the assault by an acquaintance is even more serious owing to disbelief and breach of trust. These issues can negatively affect personal relationships and work performance.

Such individuals should be provided mental health assistance. Our experts provide counselling, therapy and other related services to support and help them overcomes metal health issues successfully.

Labels:

Comments

Post a Comment

Popular posts from this blog

Posh Act - Confidentiality vs Transparency

Confidentiality vs Transparency – Managing Sensitive Investigations Confidentiality is a statutory mandate under the POSH Act . Disclosure of identities, contents of complaint, witness details, or recommendations is prohibited. The objective is to protect dignity and prevent retaliation or workplace gossip. However, confidentiality does not mean secrecy without accountability. Employers must still ensure procedural transparency between parties sharing responses, evidence summaries, and findings. The balance lies in controlled disclosure within the inquiry framework, not public communication. Improper leaks can result in statutory penalties and reputational damage. Organizations must restrict access to inquiry records and sensitize leadership about non-interference. Simultaneously, leadership must communicate a culture of zero tolerance without discussing case specifics. Transparency about policy commitment, rather than individual cases, strengthens trust. Managing this balance is criti...
Post a Comment
Read more

POSH Cases: Madras High Court Highlights the Need for Sensitivity and Neutrality

V. Anantharaman v. The Institute of Financial Management & Others In an important judgment that underscores the need for sensitivity, neutrality, and procedural fairness in handling sexual harassment complaints, the Madras High Court in V. Anantharaman v. The Institute of Financial Management & Others reinforced the responsibilities of Internal Committees (ICs) and employers under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 ( POSH Act ). The Court emphasized that while the protection of the complainant is central to the Act, the rights of the accused must also be safeguarded through a fair and unbiased process. The case involved V. Anantharaman, a senior official accused of sexual harassment, who challenged the Internal Committee’s inquiry process on grounds of procedural lapses, lack of neutrality, and failure to provide him a reasonable opportunity to defend himself. The petitioner contended that the IC's proceedings we...
Post a Comment
Read more

Delhi High Court Reaffirms Importance of Natural Justice in POSH Inquiries: Somaya Gupta v. Jawaharlal Nehru University & Ors

In a landmark judgment reinforcing the principles of fairness and impartiality under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 ( POSH Act ), the Delhi High Court in Somaya Gupta v. Jawaharlal Nehru University & Others (2018) clarified the essential procedural safeguards to be followed by Internal Committees (ICs) while handling complaints of sexual harassment. The Court held that mere apprehension of bias is insufficient to exclude a member from the Internal Committee; rather, there must be a real likelihood of bias established on substantive grounds. The case involved a faculty member at Jawaharlal Nehru University who raised concerns over the composition of the Internal Committee, alleging potential bias and lack of impartiality. The petitioner sought the removal of certain committee members on the grounds of perceived conflict of interest and personal connections, fearing that these factors could influence the inquiry process....
Post a Comment
Read more