How the POSH Act Protects Women in Remote and Hybrid Workspaces

Dear Madam, Your query is too lengthy which cannot be read within 5 minutes. Please give brief history and two or three questions.

Dear Sir Please approach the following authority or similar authority in a state The Office Commissioner of Labour Karmika Bhavan, Dairy Circle, Bannerghatta Road, Bangalore-29. 080-29753078 labour.commissioner42@gmail.com Addresses of Labor Inspectors in Bengaluru in different locations https://karmikaspandana.karnataka.gov.in/page/Contact+Us/Labour+Inspector/en https://clc.gov.in/clc/regional-offices/bangalore#:~:text=1.&text=Shram%20Sadan%2C%203rd%20Main%2C%203rd,Yeswanthpur%2C%20Bangalore%2D560022.. ======================================================================= Section 12 in The Industrial Disputes Act, 1947 12. Duties of conciliation officers.- (relevant section 12(2) of ID Act) (1) Where any industrial dispute exists or is apprehended, the conciliation officer may, or where the dispute relates to a public utility service and a notice under section 22 has been given, shall hold conciliation proceedings in the prescribed manner. (2) The conciliation officer shall, for the purpose of bringing about a settlement of the dispute, without delay, investigate the dispute and all matters affecting the merits and the right settlement thereof and may do all such things as he thinks fit for the purpose of inducing the parties to come to a fair and amicable settlement of the dispute. (3) If a settlement of the dispute or of any of the matters in dispute is arrived at in the course of the conciliation proceedings the conciliationofficer shall send a report thereof to the appropriate Government 1 or an officer authorised in this behalf by the appropriate Government] together with a memorandum of the settlement signed by the parties to the dispute. (4) If no such settlement is arrived at, the conciliation officer shall, as soon as practicable after the close of the investigation, send to the appropriate Government a full report setting forth the steps taken by him for ascertaining the facts and circumstances relating to the dispute and for bringing about a settlement thereof, together with a full statement of such facts and circumstances, and the reasons on account of which, in his opinion, a settlement could not be arrived at. (5) If, on a consideration of the report referred to in sub- section (4), the appropriate Government is satisfied that there is a case for reference to a Board, 2 Labour Court, Tribunal or National Tribunal,] it may make such reference. Where the appropriate Government does not make such a reference it shall record and communicate to the parties concerned its reasons therefor. (6) A report under this section shall be submitted within fourteen days of the commencement of the conciliation proceedings or within such shorter period as may be fixed by the appropriate Government: 3 Provided that, 4 subject to the approval of the conciliation officer,] the time for the submission of the report may be extended by such period as may be agreed upon in writing by all the parties to the dispute.] *****

Hi, The apex court said that involuntarily subjecting an accused, a suspect or a witness to such techniques violates Article 20 (3) of the Constitution, which prohibits self-incrimination. However, it is upon the prosecuting lawyer to prove the onus of such events. If you find my answer helpful then kindly rate me.

Dear Client, In the given scenario, you can defend the complaint before the ICCs (Internal Complaints Committee) taking the recourse of Section 14 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also known as the PoSH Act, that addresses the penalties for filing a false or malicious complaint in violation of the provision of governing law/policy. In that case, the ICCs (Internal Complaints Committee) may initiate the departmental inquiry into the false allegation and recommend to the employer that action be taken against the complainant who filed a false complaint following the provisions of the service rules of the establishments. However, in case, the ICC did not carried out any inquiry against the false complaint or allegation, you can bring the matter to the notice of the District Magistrate or ADM, who is designated as the District Officer of the Local Complaints Committee(LCC) under Section 5 of the POSH Act for redressal of your grievance/complaint. If needed, seek advice from the legal professional to understand your rights and remedies to navigate the issue effectively.

Dear Client, Per sq, ft method is extensively used for the calculation of the maintenance charges for the societies/RWA across the country. This system of calculation is used when the sizes of apartments are different. Your maintenance charges will depend on the size of the total number of square feet in your apartment. On the basis of this method, a fixed rate is levied per sq ft of the area of the flat. If the rate is Rs.3 per sq ft and you have a flat of 1000 sq ft then you will be charged INR 3000 per month as maintenance. Flat Owners have to pay the maintenance charges irrespective of occupancy. These charges are for the upkeep of the building. The common charges of lift maintenance, and common utility bills are paid off from this fund. As per the recent circular of the Finance Ministry, the flat owners have to pay GST @ 18% of their monthly maintenance charge to Society/RWA exceeding Rs. 7500. The external development charges/cost differ from area to area as it is also based on configuration and cost per sqft of the property. If the action of the Society or Association appears to you discriminatory and unfair, you may escalate your grievance before the competent authority, i.e, the Registrar or Dy. Registrar of Cooperative Housing Societies or the State Housing Deptt for redressal of your grievance.