Hi folks, can anyone help with recommended practice followed for anti harassment policy and reporting. Adding all queries here. 1. Can a single policy document cover for posh and other harassment or needs to be separate? 2. Is ICC only for handling posh complaints or other harassment complaints also? 3. Can posh annual report include other forms of harassment complaints.

As per my understanding, POSH needs to stand independent and solely only for the purpose of Sexual Harassment POSH is mandated by law and hence remains exclusive only towards such claims This should answer 1,2 and 3 hopefully

Hey @Aishwarya 1. According to the PoSH act/law, females are protected from sexual harassment. You may implement a gender neutral policy; nevertheless, any other gender other than female being a victim and any other harassment other than sexual harassment will not be actionable under the Act. It is best to have one PoSH policy that follows the law and another anti-harassment policy that is gender neutral and covers all types of harassment. 2. The IC solely handles sexual harassment complaints involving female complainants. You can form another committee (for example, a disciplinary committee) with the same members to handle different sorts of cases. 3. The PoSH Annual Report solely includes information regarding sexual harassment instances involving female complainants. I will gladly assist with more clarification.

@Wristy almost on the same lines as suggested, there are couple of other questions as well. DMing you 🙌

+1 to above. In nutshell, POSH and anti Harass meant to be handled separately and also have a dedicated committee members. Also POSH needs to have an external member as well.