Skip to main content

PoSH Compliance: Who is Responsible? Understanding how the PoSH Act applies to complex retail structure


 https://drive.google.com/file/d/1AGNHQM57JyTaGChtqLRsTSpQFpx34AGy/view?usp=sharing


Please click this link to read my article published in STORAI, published by RAI

Comments

Surabhi said…
Very Well Explained.
9 November 2020 at 00:23
POSHADVO said…
This blog is really informative because nobody has the proper knowledge about the Posh Act and legal action for this.

see more about the Best Posh law advisor and The Posh Act
14 September 2022 at 01:56
Admin said…
Great job on putting together such detailed information! I’ve been trying to find a reliable source for the Minimum Wage in Delhi, and this page made it super easy to understand. Really appreciate the effort!
5 June 2025 at 02:20
Admin said…
"Thanks to Digiliance’s Payroll Compliance Services, our HR team can now focus more on employee engagement rather than juggling with changing labor laws. Their dashboard and monthly reports are very user-friendly."
10 June 2025 at 23:31
Kavita said…
The Minimum Wage in Haryana page offers a comprehensive breakdown of wage structures across skill categories—unskilled, semi-skilled, skilled, and highly skilled—along with VDA (Variable Dearness Allowance) rates, ensuring that employers and contractors stay fully compliant.
20 June 2025 at 23:11
Admin said…
With constant updates in labor laws, this post on Minimum Wage in Haryana is timely and extremely valuable for HR professionals and employers alike.
24 June 2025 at 04:14
compliance services said…
I’ve been searching for reliable Payroll Compliance Services that can simplify statutory compliance and reduce risks. Digiliance offers a very structured approach that’s worth exploring for any business.
25 June 2025 at 02:44
Kavita said…
For organizations operating in Northeast India, the P.Tax list of Mizoram simplifies payroll planning.
26 June 2025 at 05:32
Post a Comment

Popular posts from this blog

MCS MAHARASHTRA COOPERATIVE HOUSING SOCIETY BYE LAWS 101 TO END

MCS BYE LAWS CONTINUED FROM PREVIOUS POST 101 TO END 101. If all the business on the agenda of the General Body Meeting of the Society cannot be transacted on the day on which the General Body Meeting is convened, the meeting shall be postponed to any other suitable date as may be decided by the Members present at the meeting, however not later than 30 days from the date of the meeting. 102. The Chairman of the Society shall preside over all General Body Meetings of the Society, in case if the Chairman is absent or if present and is unwilling to preside, the Members present may elect a person from amongst themselves to preside over the meeting. 103. No proxy or a holder of power of attorney or letter of authority shall be eligible to attend a General Body Meeting of the Society on behalf of a Member of the Society. 104. Voting right of a Member and the Associate Member of the Society shall be regulated in accordance with the provisions of Section 27 of ...
4 comments
Read more

MCS ACT: Encroachment /usage of Common Area by Flat Owners - Highlights of bye laws and the role of MC/General Body

The Managing Committee has to read the bye laws in harmony and adopt a standard process as approved by the General Body   Almost Every Society has conflicts or even fist fights on usage of common areas, especially the parking, the passage outside the flats and other areas meant for east of movement and common utility. As a Building lay out, and common areas differ accordingly to the size/class of buildings and also the category of flats , it is essential to review the relevant bye laws and formulate a policy with uniform norms and permitting fair use. What is permissible and fair use again depends on the unique size and design of a building, it is imperative to evolve a robust policy post deliberations at a General Body of Members.  Bye Law No 165. Penalties for breaches  Bye Law No 165(a)  The meeting of the General Body of the Society may prescribe penalties for different breaches of the Bye-laws of the Society. The Secretary of the Society, under instruct...
1 comment
Read more

PoSH Act: ICC of the Employer of the Complainant (Victim) is also empowered to conduct enquiry -Path-breaking Ruling by the Hon'ble Supreme Court

 KEY POINTS BY LAWSHASTRA - FULL JUDGEMENT APPENDED BELOW   This path-breaking judgement by the Hon’ble Supreme Court, has well enunciated the objectives of the VISHAKA Guidelines and the PoSH Act, while spelling out the jurisdictional aspects of the “Employer” Crystal clear.  Precisely, the jurisdictional challenge by the Appellant in the present case, inter alia relates to whether the Internal Complaints Committee (hereinafter referred to as “ICC”) constituted at a certain Department of the Government of India can entertain a complaint under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (hereinafter referred to as “POSH Act”) against the Appellant who was working at a different Department of the Government of India at the relevant time.  Key Points for reference   PoSH Act. (extracts) Section 2(a)  “(a) “aggrieved woman” means -  in relation to a workplace, a woman, of any age whether employed or n...
Post a Comment
Read more