PAPUN SARKAR

We’ve got you covered with effective onsite #hrservices … Looking to back your organizational growth with the best fit #HRConsulting? Here we are! #HRExperts at #HRCatalogue #HumanResourceConsulting #HumanResources

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India’s POSH (Prevention of Sexual Harassment) law aims to create a safer workplace environment. 1. It mandates the establishment of Internal Complaints Committees in organizations. 2. Employers are required to organize regular training sessions to sensitize employees. 3. The act provides a clear definition of what constitutes sexual harassment. 4. It ensures confidentiality and protection against retaliation for complainants. 5. Legal recourse is available through Local Complaints Committees for organizations with fewer than 10 employees. #POSHLaw #WorkplaceSafety

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Sexual harassment free environment should be a part of the culture of the organization and it will never come from the "tick box" approach. https://lnkd.in/gMxtKXGC SAMAR MAHAPATRA #sexualharassment #posh #environment #culture #organisation #harassment #womanpower #woman #workplace #workculture #wellbeing #diversity #inclusion #poshact #laws #Compliances #HR #humanresource #people #prevention #organisations #legal #obligations

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Does #MindfulCulture seem a utopian concept? You should have listened to: - Katyayani Krishna’s initiatives on making #MindfulMeetings a reality and bringing Mindfulness to the leadership team. - Sanjeeb Lahiri sharing about the interesting practice to curb impulsive reactions during the #meetings. - Kamlesh Dangi’s idea of identifying 15-behaviours for #Mindful responses; and keeping purpose in sight when setting the direction. - Rajeev Bhadauria sharing multiple insights on Mindful behaviours and making communication and ecosystem as the core drivers of Mindful Culture. - Kalpan Desai sharing anecdotes on Mindful ways of leading and his vision to take Mindful Culture beyond workplaces. - Mitali Barot’s thoughts on policies as enablers and Neha Kadam’s perspectives on building situational guidelines. - Rajiv Das’s way of taking involvement from 5-minutes to 40 minutes. Building a Mindful Culture seems much more practical and a very exciting endeavour now. Inviting you to share your best practices and be part of the 'Mindful Culture Cohort'. See you in the next edition of ‘The Source Code of Mindful Culture’. MEx | Strat-Board Services | Frob - Friends of Books | Gaurav Bakshi | Mohit Gupta | Aarthi Lakshmi | Vrinda Makhija | Ridhima Kaul

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🌟 Empowering Voices: Ensuring Safe Workplaces 🌟 I'm heartened by the recent decision of the Madras High Court to set aside the deadline for reporting serious offences under the POSH Act. 📍This ruling acknowledges the complexities victims face and respects their need for time to come forward with their stories. 📍Justice Chakravarthy's insightful observation about the impact of sexual harassment is particularly poignant.  📍He highlights that such acts often place victims in a "dilemma," where fear of "secondary or tertiary victimisation" prevents them from speaking out.  📍At its core, this decision reinforces the understanding that serious incidents of harassment causing mental trauma should be treated as a 'continuing offence'. This not only supports survivors but also sends a powerful message to workplaces nationwide. It emphasizes the importance of fostering environments where individuals feel empowered to speak out against harassment without fear of timelines or repercussions Do you think such a step will encourage victims to come forward in organizations? https://lnkd.in/gzGx3FMF #Poshact #sexualharassmentatworkplace #madrashighcourt #sexualabuse

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"Women's safety at work isn't just a women's issue, it's a business issue." - Gavin Newsom I'm thrilled to have facilitated an engaging POSH (Prevention of Sexual Harassment) awareness session for the employees of a leading IT Solutions Company. The session was met with rapt attention and enthusiastic participation, covering: Key provisions of the POSH Act Recognizing sexual harassment Reporting mechanisms and the role of the IC Committee The participants did a recap of the entire session and there was a Q&A at the end. HR's thoughtful gesture of appreciation, including a beautiful bouquet, was truly touching. Recent incidents in our country underscore the urgency for proactive POSH implementation. Its time to take responsibility, and to prioritize creating safe, respectful work environments. Ensure regular POSH training for employees Strengthen Internal Complaints Committees (IC) Foster an open, inclusive culture Share your thoughts: How is your organization promoting POSH awareness? #POSH #WorkplaceSafety #RespectAtWork #Leadership #EmployeeWellbeing #Inclusion

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I am surprised at this article. All organizations having 10 or more employees need to form an Internal Committee (IC) at the workplace. The IC handles complaints of sexual harassment received by it. It has the powers of a Civil Court in summoning attendance of parties including production of documents. The complaints are handled as per the provisions of Sexual Harassment of Women at the workplace( Prevention, Prohibition and Redressal) Act 2013 also known as the POSH Act 2013. In the 5 complaints mentioned in the article, there is not even a whisper of the POSH Act being followed in handling the complaints of sexual harassment. HR is mentioned but there is no mention whether or not HR forwarded the complaint to the IC. It is well known that if the law prescribes that something has to be handled in a specific manner, it has to only be handled in that manner and no other manner. https://lnkd.in/dbRB4m6N #poshact #sexualharassment

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The Women and Child Development department of Kerala had set up a portal for organizations to register their Internal Committees created as per the provisions of POSH Act 2013. It is heartening to note that 10,307 organizations registered on the portal. Of those registered only 5,440 have Internal Committees. Internal Committee is an internal forum created under the provisions of the POSH Act to handle complaints of sexual harassment received by the organization. The questions that come to my mind are that: Does Kerala have only 10,307 organizations which qualify formation of Internal Committees? - Definitely not. Why is it that only approximately 50% have committees and others don't? The law has been in existence from 9th Dec 2013. A welcome step is the creation of a portal. How many States have such portals created? Not all. Why not have a pan India portal for registering Internal Committees, filing Annual Reports as required under the POSH Act? This will ensure accountability, ease of compliance and creation of safer workplaces. I know that a lot of SMEs don't comply with these provisions. There was a time a few years ago when I was a part of a network which had lots of small business owners. I offered a hugely discounted price to them to fulfil the compliances under the POSH Act. But there were hardly any takers. This went on to show that unless implementation is strict, things would not change. Its high time that 1. A pan India portal be created for registering Internal Committees and filing Annual reports. 2. The SHe box portal be made available to employees of all organizations. Currently the portal has provisions for complaints filed by Government employees. This is currently not active. https://lnkd.in/d9aDkj8p

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Nothing gives me more job satisfaction than conducting POSH training in a regional language. The impact of language barriers on understanding POSH concepts extends far beyond the complaint and hinders effective POSH training and inquiries. Complainants may fear not being understood, respondents may face unfair accusations, witnesses may struggle to provide accurate testimony, and false complaints may be filed. This creates a culture of silence, hindering justice. By investing in POSH training in regional languages, workplaces become more inclusive and informed where everyone feels empowered to understand, report, and address workplace harassment effectively. Get in touch with my colleague Swati Mankar or write to [email protected] to learn more! Deepam Yogi Yellow Spark #POSHTraining #WorkplaceHarassment #SafeWorkspaces #GenderEquality #DiversityEquityInclusion #RegionalLanguageTraining #LanguageBarriers #InclusiveCommunication #Empowerment

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The #AntiDiscrimination_Committee gives important guidance in keeping our functioning disciplined and without discrimination. This committee helps Anubhuti Trust take courageous decisions, for organizational policies, and overall analysis of values system with harsh as well as transparent guidance. As the organization's director, when we feel like we are in a quandary regarding some decisions, changes or for any novel things,. there, these companions of the Committee fulfill very important roles. The members on this committee are our witnesses. Anti Discrimination committee member Saher as this meeting's facilitator was very effective.. This committee has been functioning since the last 7 years. Every year, new members are nominated. Their appointment means the journey of seeing the organization from transparent lens. This process is not easy because feedback and decisions are not always pleasant to everyone.. But from this, values systems keep getting stronger for sure

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Dadasaheb Bhagat’s story is a powerful reminder that no dream is too big, and no background too humble, when armed with hard work, resilience, and a never-give-up attitude. Born in a small village in Beed, Maharashtra, Dadasaheb started his career journey like many others from rural India—filled with hope but limited by circumstances. After completing his ITI diploma, he moved to Pune to find better opportunities. His first job was as an office boy at Infosys, where he earned ₹9,000 a month. But this wasn’t the end of his story—it was just the beginning. Despite working long hours, Bhagat never stopped investing in himself. He enrolled in animation classes after work, all while managing the daily grind. His passion for learning didn’t stop there. After finishing his animation course, he went on to teach himself programming languages like Python and C++. These skills proved to be invaluable, and soon, Bhagat ventured into entrepreneurship, founding his first company, ninthmotion. But as life often does, it threw him an unexpected challenge. A serious car accident forced him to leave his job, but Bhagat didn’t let this setback defeat him. Instead, he pivoted and focused on his passion for design. With determination and vision, Bhagat launched DooGraphics, an innovative platform that offers Canva-like templates and designs. Today, DooGraphics is empowering individuals and businesses to create professional designs with ease. Dadasaheb Bhagat’s story is proof that no matter where you start, with the right mindset and effort, you can achieve your dreams. For those who come from humble beginnings, his journey shows that the path to success may not be easy, but it’s always possible. Believe in yourself and keep pushing forward. #Entrepreneurship #Inspiration #SuccessStory #Motivation #NeverGiveUp #Resilience #Innovation #SelfMade #HardWork #StartUpJourney

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Filing your Annual PoSH Report is a key compliance requirement under the PoSH Act, helping prevent penalties and demonstrating your commitment to a safe, respectful workplace. #posh #poshact #compliance #poshcompliance #faveconsultancyservices #HarassmentPrevention #workplacesafety

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#Question19: Understanding Indian Law 📚 What is the #PPR Approach as per the #SexualHarassment of Women at Workplace (#Prevention, #Prohibition, and #Redressal) Act, 2013? #Begreat #IndianLaw #LegalAwareness #IgnoranceNotAnExcuse #ShekharGanagaluru #LegalInsights #KnowTheLaw #LegalPrinciple #LegalEducation #JusticeSystem #LawSeries #HR #IR #POSH

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Hi...having a maximum 1 hour session on root cause analysis on anxiety, stress, anger and greed. It is a FREE session TODAY (22nd July 2024) a preview to Srimad Bhagavad Gita & Transformational Leadership... Send "Y" to my WhatsApp on 98205 80509 to experience the transformation.

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In Rita Sachdeva vs Secretary (Labour) & Anr (Delhi High Court, 28 May 2024), the petitioner, Rita Sachdeva, filed a writ petition challenging her termination by Bennet Coleman & Co. Ltd. in 2009, claiming that she was a "workman" under the Industrial Disputes Act, 1947, and sought reinstatement with full back wages. The key issue in the case was whether Sachdeva, who held the position of Senior Officer (Administration), performed duties that classified her as a workman under Section 2(s) of the I.D. Act. The Labour Court had ruled that Sachdeva was not a workman, based on evidence that she had supervisory responsibilities, including overseeing departments such as housekeeping and canteen management. The court also noted that her salary included variable compensation linked to company performance, which further distinguished her role from that of a workman. Sachdeva appealed this decision, arguing that her duties were clerical and did not involve significant supervisory functions. The Delhi High Court upheld the Labour Court’s decision, stating that Sachdeva’s role involved sufficient supervisory and administrative responsibilities, making her ineligible for workman status under the I.D. Act. The Court emphasized that the absence of authority to appoint or dismiss employees does not automatically classify someone as a workman. It concluded that the Labour Court had made no legal error and dismissed Sachdeva’s petition. This case highlights the importance of the actual duties performed, rather than job titles or salary, in determining whether an employee qualifies as a workman under labor laws. #LabourLaw #GratuityAct #EmploymentLaw #KarnatakaHighCourt #LegalInsights #WorkplaceEthics #EmployeeWellbeing #MentalHealthMatters #HR #IR #BeGreat #LearnwithShekhar #Shekharganagaluru #HR #Labourlaws #BeGreatPoll #IDAct

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Why is Emotional Intelligence (EI) crucial for success? EI helps us understand and manage our own emotions, stay motivated, and build strong relationships. It’s the foundation of effective leadership and personal fulfillment. Discover how you can enhance your EI and lead with impact. For more details, write to [email protected]

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📢 2 days to go! Calling all #DEI advocates, activists, enthusiasts, evangelists, professionals and promoters. Sign-up for the Information Session (link below) for the only globally accepted ISO standard on Diversity and Inclusion. Register Now to avail of inaugural benefits as the 1st Cohort of the India program 🎀 DISM-ISO 30415 arrives in India this summer 🌞 with success stories from across 4 continents already. An organization’s D&I principles should also be reflected in the development of Products and delivery of Services in order to identify and recognize the variety of user needs and D&I risks and opportunities ❓Does your team prioritize the D&I principles in product and service development? ❓Does your team ensure that their workforce diversity is leveraged to facilitate the identification and recognition of the variety of user needs? ❓Does your team plan and develop a workforce that represents and recognizes the organization’s D&I dimensions of  its customer base? ❓Does your team consult with D&I related focus groups, committees, workforce representatives, work councils, and labour unions, where they exist, to contribute and share perspectives on products, services, operations, risks and opportunities? Communicate the outcomes of these consultations, as appropriate? ❓Does your team incorporate D&I dimensions into customer service policies, processes and practices to ensure that their representatives treat people inclusively? DISM-ISO 30415 standard has been designed to standardise D&I in Supply Chain during the procurement process stages on similar lines as other ISO standards, such as the QMS (Quality Management System, ISO 9001) or ITSM (Information Technology Service Manual, ISO 20000) which are recognised globally for standardized Quality and IT processes. Adopting the DISM-ISO 30415 standard for D&I introduces globally certified and adopted processes that open the doors for your #enterprise to embrace all-round D&I processes and be recognised as an “Inclusive Employer” in your market/s by your #talent #investors #customers #suppliers and #shareholders on a global pedestal. The DISM-ISO 30415 standard 💽 Deploys ⚖ Measures 🔢 Reports and 🏆 Enhances the effectiveness of D&I via commitment to processes that target biases and continually reduces the risks of discrimination across 10 key areas in Product Development and Services Delivery. Today, enterprises across more than 25 countries globally have adopted the standard and the numbers continue to grow. DISM-ISO30415 deploys D&I processes across 10 key areas in Products Development and Services Delivery. Join us for the Information Session on DISM-ISO 30415 to know more, details below 👇 📆 Date: June 15th, 2024 ⏰ Time: 6:30PM to 7:30PM, India Time (UTC+5:30) 🔗 Session Registration Link: https://lnkd.in/eaMgK_Hj #iso30415 #products #productdevelopment #services #servicesdelivery #dei #diversityandinclusion ISO-30415 DISM Forum InclusionScore AlterEGO Accelerators

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Planning for an 𝐎𝐟𝐟𝐬𝐢𝐭𝐞 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐞𝐚𝐦 A beautiful Engagement program '𝐀𝐬𝐩𝐢𝐫𝐞 𝐭𝐨 𝐆𝐫𝐞𝐚𝐭𝐧𝐞𝐬𝐬' designed and conducted by Smitha Soni and Harsh Soni. This Engaging Session gives your Leadership Team points to ponder about 1. Identity 2. Collaboration 3. Mentoring 4. Building leaders in each team Connect to know more +91 98673 26885 or write to us [email protected]

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