Non-compliance with the PoSH Act may result in penalties, fine (upto Rs 50,000/-) , or even cancellation of business licenses for the organization. It is essential for companies to adhere to the guidelines outlined in the Act.

The PoSH Act recommends that complaints be resolved maximum within 90 days. However, the actual duration may vary based on the complexity of the case and the procedures followed by the Internal Committee (IC).

Yes, the PoSH Act holds employers vicariously liable for acts of sexual harassment committed by their employees, and employers can face legal consequences if they fail to address or prevent such incidents.

The PoSH Act emphasizes providing support to victims, including counseling, legal aid, and other necessary assistance. Organizations are required to establish a supportive framework for the affected individuals. 

The PoSH Act primarily focuses on workplace harassment, but it may extend to work-related events, conferences, or travel if they are linked to the employment context.

While the PoSH Act generally requires the victim to file a complaint, some organizations allow third-party complaints if the victim is unable to come forward due to fear or other constraints.

The IC is responsible for proving a safe working environment,receiving and addressing complaints, conducting investigations, recommending action, and ensuring a fair and unbiased resolution in accordance with the PoSH Act.

While the PoSH Act encourages complainants to disclose their identity for a thorough investigation, anonymous complaints are not accepted  under PoSH Act 2013.

No, the PoSH Act strictly prohibits retaliation against complainants. Any adverse action taken against an employee for filing a complaint is considered a violation of the Act and may lead to additional consequences for the employer.

The PoSH Act recommends regular awareness programs, and organizations typically conduct training sessions at least once a year to ensure employees are informed about their rights and responsibilities.