Law Shastra

Objective  Every organisation wants to create a safe and healthy working environment that enables employees to work without fear of prejudice, gender bias and sexual harassment. There is an increased need for awareness of workplace harassment, particularly gender issues. A clear understanding of best practices will give HR professionals and Internal Committee the tools to make their workplace a safe and motivating place for all employees to work. But many questions need to be addressed. What may be the changes after the new Labour Code is implemented? What has changed in the last decade? ? How is it treated in the international market? What has changed in the previous decade?   With Covid-19 coming, lock-downs and many offices opting for remote working, things have changed drastically, but what remains the same is harassment of women at the workplace. How is POSH implemented for the WFH option?   Can you explain PoSH’s relevance and importance to the audience? And also w

Empowerment of women in employment – Equal Remuneration, Maternity Benefits, Leave & Crèche Facilities Vasudevan V.Head, Labour Advisory Cell, EFIGeneral Counsel & ICC Member for Smollan-HUL JV, Certified Corporate Governance Professional & Member of Core Advocacy Committee – Retailers’ Association of India (RAI) The Periodical Labour Force Survey 2019-20 reflects that the manufacturing workers constituted the single largest occupation for the female workforce in urban areas, followed by textile and garment workers, food processing, tobacco products (beedi workers) and leather goods. Teachers constituted another big chunk as are domestic workers (care workers) followed by salespersons, housekeeping and restaurant services workers, clerks, retail sector and in other occupations. It is note-worthy that a major ratio of these occupations function on contracts. The Constitution of India has accorded certain special provisions for women empowerment and, inter alia, the following