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A call to action
Gurgaon | Bengaluru | Pune | Hyderabad | Chennai | Kolkata
Master Class: Sexual harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Wake up to a causeThe growing concern for women’s safety and the need for a specific legislation that addresses sexual harassment of women at the workplace, led to the passage of the Sexual Harassment of Women at the Workplace (Prevention, Prohibition and Redressal) Act 2013 (hereafter referred to as the “Act”).
The Act has been a clear game changer, and has raised many questions around harassment in the Indian workplace culture. The provisions of the Act aim to protect the interest of women employees and further fuel the adoption of good governance practices.
Providence through practical insightsThe Act lays greater accountability on the employer with respect to providing a safe working environment. It mandates institutionalization of capacity and skill building programs for the Internal Complaints Committee (ICC), implementation of awareness programmes for all employees and clear listing of penalties and fines. The Act’s detailing has set the tone for organizations to re-evaluate their governance frameworks and implement robust compliance programs, thereby driving instrumental change in operational ethics and integrity.
Are you POSH ready? It has been over a year since the Act and its rules were enforced and we at EY have been asked various questions relating to complying with its mandate. Although the Act provides instruction, there are several challenges that organisations face during the course of its implementation.
It is therefore imperative for organisations to understand the implications of the Act and the penalty for non-compliance with its provisions.
A few questions to ponder:• According to the Act, who is the “employer”?
• Can the presiding officer be the same across locations?
• What are the considerations for deducting compensation?
• What are the specific investigative tools the ICC can use for its inquiry into relevant cases?
• Do ICC members need specialised training?
• Has the ICC submitted its annual report for 2014?
A defining momentThis is a specially designed program for the capacity and skill building enablement of the ICC and persons responsible for implementation of the Act; which the Act mandates as the employer’s responsibility. The workshop shall help participants understand the intricacies and variations of dealing with sensitive cases and they shall be made aware of their enhanced responsibility in ensuring timely recording and reporting of information and investigative procedures.
A bird’s eye view of the program This program is designed, based on our experience in helping several large Indian and multinational companies implement the Act and guiding them on creating and enforcing robust frameworks.
The program will include a set of vital learnings on how to conduct enquiries, with a strong focus on the roles and responsibilities of ICC members. It will also provide a more intrinsic take on the Act, and shall deal with practical implications and discussion on the Act’s implementation and capacity with regard to investigation into cases.
Keeping in mind the principles of adult learning, we will use a delivery methodology that includes facilitator-led presentations, group discussions and activities, scenarios presented on video and an interactive session with experts.
The agendaSr. no Topic Sub-topic
1 Context setting
• Highlighting the agenda and setting the context • What to expect from the session• Know your trainers — EY Trainer introductions
2 Introduction and background
• Outlining global and Indian scenarios• Defining harassment
• What is considered sexual harassment — quid pro quo and hostile, common forms — physical, verbal, etc.
• What is not sexual harassment?
• History of sexual harassment laws in India
3 The Act Delving into details• Employer’s duties• The role of the Internal
Complaints Committee• Manner of holding an enquiry
• Malicious complaints• Reporting• Penalties
4 Investigative approach
• How to conduct ICC enquiry• Forensic investigative tools• Sources of evidence• Investigative interviews
• Dealing with deceit• Questioning techniques• Documentation
5 Law and police procedures
• Police and court procedures• Laws on sexual harassment — IPC and Criminal Law Amendment Act,
principles of natural justice and their role in inquiries and investigations• Concept of “reasonable opportunity” in law and how ICC can view
matters using these principles
© 2015 Ernst & Young LLP. Published in India. All Rights Reserved.
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Know your trainer
Course fee
INR 20,000/- (plus applicable taxes) per attendee including training hand-outs, lunch and refreshments.
Register before 1 June 2015 to avail a 10% reduction in program fee.
An additional 12% discount will be applicable for group registrations of 5 members and above.
Location, date and time
Eligibility
ICC members, Legal & Compliance Heads, HR Managers and other persons responsible for, or involved in conducting enquiries, as per the Act.
Nandkumar Saravade
Advisor, Fraud Investigation & Dispute Services, EY
Kanika Bhutani
Director, Fraud Investigation & Dispute Services, EY
Jagdeep Singh
Executive Director, Fraud Investigation & Dispute Services, EY
Karuna Kachru
Manager, Fraud Investigation & Dispute Services, EY
For more details log on to ey.com/IN/FIDS
Gurgaon: 12 June 2015
Bengaluru: 16 June 2015
Pune: 19 June 2015
Hyderabad: 17 July 2015
Chennai: 21 July 2015
Kolkata: 24 July 2015
Timings: 9:30 a.m. to 6:00 p.m.
Duration: 8 hours
Gurgaon | Pune
Rebecca D’Souza p +91 22 619 21789 [email protected]
Bengaluru | Hyderabad
Sneha Rohekar p +91 22 619 20514 [email protected]
Chennai | Kolkata
Namita Soosay p +91 22 619 23974 [email protected]
Contact points
Confirmatory mail will be sent once you have registered. For registration, kindly connect with:
