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The conflicting statements are a problem that is commonly encountered in cases of workplace harassment. Thus, when the statements of the complainant and respondent differ, the POSH Act Internal Committee must assess the situation to arrive at a conclusion. Understanding the Inquiry Framework The Inquiry procedure under the POSH Act is a framework to deal with cases of harassment. This procedure ensures that: ●        Both parties are given a hearing ●        Objectivity is applied to evaluate evidence ●        The decision is based on facts, not assumptions Roles and Responsibilities of the POSH Committee The roles and responsibilities of the POSH Act Internal Committee are well spelt out under the law, which include: ●        Ensuring equal opportunity to both parties ●        Maintaining confidentiality ●  ...

Facing an accusation under the POSH Act in the absence of evidence is always a tough situation for any manager to go through. Even though the law is set in place to protect the employees from the consequences of the Workplace harassment Act, India , certain provisions ensure the accused do not face arbitrary action. What is the Legal Framework Of The POSH Act The POSH Act, 2013, also known as the Workplace harassment Act of India, is a set of guidelines that control how cases related to workplace harassment are handled. The latest POSH Act developments and interpretation have highlighted the importance of: ●        Fair inquiry and investigation ●        Protection of the dignity of both parties ●        The use of evidence to arrive at a conclusion   Important Rights of the Manager Accused based on Lack of Evidence Managers who are accused but do not have substantial evidenc...