1.1 Overview of the POSH Act, 2013

• Why the POSH Act was enacted
• Evolution from Vishaka Guidelines to POSH Act
• Purpose and legal authority behind the Act

1.2 Understanding Sexual Harassment

• Legal definition as per Section 2(n)
• Types of sexual harassment: Quid pro quo, hostile work environment, verbal, physical, online
• Distinction between sexual harassment and consensual behavior
• Impact on individuals and organizations

1.3 Legal Framework and Organizational Compliance

• Key provisions: Sections 4, 6, 9, 10, 13, and 19
• Employer responsibilities and compliance checklist
• Display requirements, policy drafting, and reporting timelines
• Penalties for non-compliance

2.1 Constitution of ICC

• Composition, appointment process, and qualifications
• Role of external member and tenure
• Independence and confidentiality

2.2 Functions and Responsibilities

• Handling complaints fairly and impartially
• Conducting inquiry proceedings
• Recommending actions and follow-up

2.3 Recordkeeping & Reporting

• Inquiry report structure
• Annual report submissions
• Coordination with District Officer

• Soft skills required: neutrality, empathy, confidentiality
• Psychological sensitivity and trauma-informed approach
• Managing conflicts of interest
• Tools and formats: notice, complaint receipt, inquiry reports, resolution letters
• Mock inquiry process and best practices

• What is acceptable vs unacceptable behavior at the workplace
• Rights and responsibilities of employees
• Reporting mechanism and complaint filing process
• Importance of organizational culture in prevention
• Sample training format and awareness checklist

• Trainer responsibilities and audience understanding
• Designing interactive POSH sessions for different roles (staff, managers, ICC)
• Training delivery formats: classroom, online, orientation-based
• Using role-plays, case studies, quizzes for impact
• Handling tricky questions and resistance in sessions

• Building a POSH-compliant organization
• Drafting workplace policy and anti-harassment code
• Maintaining registers, policies, and evidence
• Legal coordination, risk mitigation, and stakeholder sensitization
• Internal audits and preventive POSH assessments

• Decoding real-life sexual harassment cases (India and global)
• Analysis of landmark court rulings (e.g., Vishaka, Apparel Export, TCS cases)
• Identifying false complaints and dealing with them
• Practical scenario-based group discussions
• Decision-making and ethical handling simulations

• Balancing privacy with transparency
• Understanding retaliation and protection of complainants
• Ethical dilemmas in HR/legal handling
• Impact of poor compliance: reputation, lawsuits, attrition
• Interface with other Indian laws (IPC, IT Act, Industrial laws)