POSH Consultants in India

Delhi - Gurugram - Noida - Mumbai - Kolkata - Dehradun - Chennai - Hyderabad- Bengaluru

+91-89044-47004

info@cohereconsultants.com

HOW COHERE CONSULTANTS CAN HELP

We understand your needs - We customize solutions for you keeping your organization in mind - We provide you a one-stop solution and cover your needs end-to end - We meet your compliance requirements - We take you a notch above to meet industry standards and set new standards of best practice

Frequently Asked Questions

What is the legal time frame in which the ICC has to be formed by the Company?

The Rules under the Act were notified on 9th December 2013. This means that the Act has been in effective force since this date. It is usual for compliance to a new legislation being required within three months of the Act coming into force. Often, 3 months relaxation is allowed.

What are the repercussions if the ICCs are not constituted / delays occur?

The repercussions of an ICC not being formed at any time since the Act has come into force would be the following: 1. Any woman employee complaining of sexual harassment will, in the absence of the ICC, take her matter to the Local Complaints Committee that is being set up at the District level. This […]

We have a HO in Delhi, a factory in Amritsar and another in Pune where we have women employees. Can we have a single ICC in India located in HO which will address issues in the peripheral factories within India.

No. The law mandates that an ICC be constituted at every unit of the company when it has multiple offices/establishments. You would require an ICC in Delhi, Amritsar and Pune. However, through certain processes you can streamline matters in such a way that disciplinary decisions can be taken centrally by HO and that the core […]

We have a factory in Phagwara which has no women employees. Do we need an ICC?

The law requires that an ICC be constituted all units regardless of number of women employed.

We have one office herewith only 3 employees and internationally we have a factory in Spain. Will the law apply to us?

For your factory in Spain, laws local to Spain will apply. However, if any complaints are made to an ICC in India (even if for incidents in Spain) for e.g… Where an Indian employee has traveled to Spain for work etc., Indian law would apply.

Extremely interactive and effective workshop. Hearing professionals from across industries was effective. Devika kept the discussion engaging. Her expertise on the subject is commendable.

Anuradha Jaggi, Head HR, BT Global Business Services

An eye-opening session. Learned a lot about discrimination & sexual harassment that I did not know before. I am certainly well prepared to handle complaints in the future.

Prathibha Kumar, Project Manager, Technipfmc

Devika backed off the employee queries with grey areas with substantial examples that made sense. That is a beautiful quality for a mentor to possess.

Abha Gupta, Zomato, Senior Associate

The training session was awesome, and everything has been explained in a very systematic manner with examples.

Amit Bhatia , Associate

The trainer explained the topics well. The best part was that it was completely a very open training session & the contents were practically explained. The case studies had left a great impact.

Dapinder Kaur, Associate

The choice of case studies & specific harassment cases was very interesting & enlightening. Also they were inspired from actual complaints, hence it gave more connect.

Shubhi Tripathi, Sr. HR Associate

It has been a privilege to attend Devika’s Masterclass on the recent changes in India’s LGBT+ law. What truly makes Devika stand out is her passion and ability to champion diversity through her own example. Moreover, the entire Masterclass was so well organized and thoughtfully planned that it was simply a brilliant experience.