How do we reach out to the POSH speaker to fight a case.

Fantastic

Based on Orientation given to us on job: (working environment, not for street or social gathering) According to USA. Sexual harassment is under civil right acts. Sexual harassment is not about sex. It is about power. Power to control working environment of the employee. So Shak hand is yes & no. Woman must say she does not like this gesture. After that people do it than it can be construed as harassment. Same for compliment & clothes they wear. But seating arrangement, promotion.. assigning work so that one can take advantage..... this are serious issue.

Thanks mam, thanks sir

Thanks mam, thanks sir

The last point was actually the best. INNOCENT UNTIL PROVEN GUILTY should be the moto but this is INDIA , people are either too emotional or too insensitive. This thing won't change I bet it

3 star police family assaulted me and their woman framed rape in police station,pay or we will file rape case, tbey threatened my 70 year old father in to paying 1.50 lakh

Excellent explanation

How to reach to Cyril Amarchand mangaldas for legal advise?

bro seems like he earns from false harassment complaints. after every sentence he ensures to say "women should not be put off from filing complaints". check 16:58, his venom comes out even after multiple trials to hide. "you dont need to test each complaint if its true or not"

This guy is indirectly motivationg women that its okay to file false or frivolous complaint. What about the loss of reputation or loss of employment or harassment face by the innocent person? One sided marriage laws arent enought where 98% cases are fake as per supreme court observation and now you are bringing in this in corporate companies now and destroying social fabric. Utter shamelessness.

If male coworkers drink alcohol during office hour inside the office premises but not done any misbehave ,but female staff don't feel good to work , is it come under POSH

Really informative...❤

Enriching ❤

Is there any vacancy for CS

All your topics n discussion really awesome,Real women empowerment is visible within ma'am how energetic n awesome discussion of both of U, Great learning

Wish to connect plz will share another case study n need solution for the situation.

How to connect plz mobile number..a false allegations against action was taken against respodant need help plz connect

I know what she'll say the moment he said, "From A Cultural Standpoint"

Beautiful!

Team, can we share a case with you on a one on one to understand a complex case

Your own order was forged, thus electronic evidence always have inherent risk of fictious evidence. If one just ask 65b ,even for that forged order, that will be given. We see such things given in excel sheet account statement

For some reason, I knew what she will say. Glad I was correct

I mean just wow ..u have taken the core and explained so well ..I was so confused why POSH covers only women but now u made it so clear..thanks alot

Please bring more sessions

Right

Anchor is spreading Misandry and is a complete asshole. Living in his dream world.

Law of this land leaves no opportunity to let the men suffer in hands of women.

Kindly work ok sound quality. Nice topic.

What is the name of intro song

How to take action against the false accuser ? How can We get justice for the reputation loss?

🎉🎉🎉🎉

Good discussion ❤❤❤❤

Really loved the podcast. Very informative and also reflected on some scenarios that might be tricky to handle 👏🏻

This is epic.

Such a brilliant interview.

Super excited about this episode! This is one of my favorite legal podcasts. Keep doing what you are doing CAM team!

Amazing content, Bishen!

Good discution❤😂

What a irony on the mental health day they are forcing their associates to work 16-17 hours a day.

I am so glad that we are having these conversations on sexual harassment and trying to make workplaces safer. But, here is my concern. why would you name the training or act "Posh"... Posh is British slang and already has its own history steeped in being "dandy" or high class. It's not appropriate at all, and as an advocate of survivors and fellow survivor, I am aghast at the use of this word as the acronym for sexual harassment training. If anything, it feels like it is trying to minimize the good that many of us are trying to do by educating people about sexual harassment. Please be mindful of the words you use - your intent may not be to harm or minimize the harm that happens from sexual harassment, but with that one word, that is the impact you will have.

So much insights n wisdom Kunal n Cyril. Thanks to Shrija for great questions n moderation 🦄

Interesting podcast on the sub topics of POSH. Thank you. Law students should do these kind of practical activities as their assignments so that legal nuances can be dealt in practical way! Enjoying the discusson as the POSH trainer as well as academician😇

Promo SM

My question is bit long, I hope you read it entirely. Let’s consider a situation where there in a Principal employer who has many employees in his premises on contractual basis from different vendors. So : Case (i): A female employee raises a complaint against an employee ( Accused ) who also belongs to the same vendor whom the complainant belong, but the incident of harassment took place in principal employer’s premise. In which PoSH committee that female employee would register the complaint ? & Why ? Options ; A ) Vendor’s PoSH Committee B ) Principal Employer’s PoSH Committee Case (ii): A female employee raises a complaint against an employee ( Accused ) who belongs to the some other vendor whom the complainant does not belong, and the incident of harassment took place in principal employer’s premise. In which PoSH committee that female employee would register the complaint ? & Why ? Options ; A ) Complainant’s Vendor’s PoSH Committee C ) Accused’s Vendor’s PoSH Committee B ) Principal Employer’s PoSH Committee

My question is bit long, I hope you read it entirely. Let’s consider a situation where there in a Principal employer who has many employees in his premises on contractual basis from different vendors. So : Case (i): A female employee raises a complaint against an employee ( Accused ) who also belongs to the same vendor whom the complainant belong, but the incident of harassment took place in principal employer’s premise. In which PoSH committee that female employee would register the complaint ? & Why ? Options ; A ) Vendor’s PoSH Committee B ) Principal Employer’s PoSH Committee Case (ii): A female employee raises a complaint against an employee ( Accused ) who belongs to the some other vendor whom the complainant does not belong, and the incident of harassment took place in principal employer’s premise. In which PoSH committee that female employee would register the complaint ? & Why ? Options ; A ) Complainant’s Vendor’s PoSH Committee C ) Accused’s Vendor’s PoSH Committee B ) Principal Employer’s PoSH Committee

My question is bit long, I hope you read it entirely. Let’s consider a situation where there in a Principal employer who has many employees in his premises on contractual basis from different vendors. So : Case (i): A female employee raises a complaint against an employee ( Accused ) who also belongs to the same vendor whom the complainant belong, but the incident of harassment took place in principal employer’s premise. In which PoSH committee that female employee would register the complaint ? & Why ? Options ; A ) Vendor’s PoSH Committee B ) Principal Employer’s PoSH Committee Case (ii): A female employee raises a complaint against an employee ( Accused ) who belongs to the some other vendor whom the complainant does not belong, and the incident of harassment took place in principal employer’s premise. In which PoSH committee that female employee would register the complaint ? & Why ? Options ; A ) Complainant’s Vendor’s PoSH Committee C ) Accused’s Vendor’s PoSH Committee B ) Principal Employer’s PoSH Committee

My question is bit long, I hope you read it entirely. Let’s consider a situation where there in a Principal employer who has many employees in his premises on contractual basis from different vendors. So : Case (i): A female employee raises a complaint against an employee ( Accused ) who also belongs to the same vendor whom the complainant belong, but the incident of harassment took place in principal employer’s premise. In which PoSH committee that female employee would register the complaint ? & Why ? Options ; A ) Vendor’s PoSH Committee B ) Principal Employer’s PoSH Committee Case (ii): A female employee raises a complaint against an employee ( Accused ) who belongs to the some other vendor whom the complainant does not belong, and the incident of harassment took place in principal employer’s premise. In which PoSH committee that female employee would register the complaint ? & Why ? Options ; A ) Complainant’s Vendor’s PoSH Committee C ) Accused’s Vendor’s PoSH Committee B ) Principal Employer’s PoSH Committee

Tysm for very informative poshpod I would like to know that suppose the complainant is not satisfied with the rulings given by the ICC OR THE IC, which are the appellate authorities that they can approach? As I understand previously that High court was the appellate court but recently it’s the industrial court we need to approach Kindly clarify n guide

This is such a good podcast! Shame that it doesn't have more traction on YT