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Sunday 21 October 2018

Gender sensitization drive for employers, employees, and stakeholders in the workplace in the MeToo Era.

Model Code of Conduct for employers, employees, and other stakeholders.   PoSH Law compliance in workplaces.  
Learn to say No to Sexual Harassment! 

Contact our PoSH Legal Training Team: techlegalworld@protonmail.com
PoSH Training Helpline: 91- 8281586243 Call/WhatsApp

Model behavior code of conduct for male employees, vendors, contractors, interns, in line with the PoSH policy. Prevention of sexual harassment in workplaces.

With more and more women entering the workplace it becomes important as to what is normal, acceptable behavior  and what is not appropriate or acts amounting to sexual harassment under the law.

In a traditionally male dominated society where standard norms have been dictated and regularized by male behaviors, it is important to redefine what constitutes sexual harassment in the MeToo digital era where exposing a creepy behavior becomes much more easier on online platforms or campaigns such as MeToo globally.

What is appropriate at one stage need not necessarily be appropriate with passage of time or at another occasion. For example offering to shake hands with a female colleague may be appropriate in western societies but inappropriate in some conservative cultures like in the Middle East or in some communities.

PoSH complainant behaviors for male employees –10 Commandments.
  • Behave normally. Keep safe physical distance so as to avoid touching or getting too close to violate her personal space, movement while in an elevator, walking down the corridor, allay, or while sitting next to a female colleague. Treat her the same way you would treat someone in your family.
  •  Talk normally, do not leave room for misunderstanding or make advances. Do not ask a female colleague out for an outing, coffee, drink or a meal. Reserve these for your girlfriend, wife, significant other or someone to whom you are committed. You never know if the female colleague is already in a relationship or has someone else in mind.
  • Do not show undue interest in a female colleague or attempt an affair, things can get tricky with the new PoSH laws.
  • Do not talk offensive or crack vulgar, sexist jokes, or even let female colleagues overhear them. This can amount to sexual harassment.
  • Do not talk ill of women or womanhood even with male colleagues where the same can be overheard by a female employee. Do not be a misogynist. Never remark a woman is “difficult to work with” or “aggressive”.
  • Sending unsolicited social media/email messages, photos which have sexually colored message, picture, graphics or anything that maybe annoying under the Information Technology rules that are offences. Remember these days we are all in WhatsApp groups and other social networks.
  • Complimenting a female colleague about her body/dress with an innuendo which has a double meaning or sexual tone. Showing too much affection for no reason. Trying to take over her work suggesting that she is inferior or you are superior.
  • Asking a female employee a date, out, asking her to stay back in office late for a project when others have left under some pretext with some ulterior motive.   
  •  Discriminatory practices that amount to sexual harassment. Refusing to give a female employee enough work, giving her less work, more work thereby denying her the opportunity to grow in the organisation, not letting her enough opportunities to fulfill her job responsibilities and move ahead in her career. 
  • Lastly if you feel something is wrong at work with a female colleague, feel free to report the same to the manager or Internal Complaints Committee.
How Hollywood handles sexual harassment cases – code of conduct to prevent sexual harassment at the film sets. The code states that quid pro quo sexual harassment occurs when your job or work assignments depend on your submission to sexual or romantic requests from a superior or you are denied work or given less favourable work, assignments because of your unwillingness to engage in sexual or romantic behaviour.  Members can report any sexual harassment to SAG-AFTRA helpline number.

What the PoSH Law says: The ICC or Internal complaints committee formed under the sexual harassment of women at workplace in (Prevention, Prohibition and Redressal) Act of 2013 is mandatory by law in organisation to receive complaints about the sexual harassment of women.  As per the law, any organisation or unit that has 10 or more employees must have an ICC headed by a senior woman of the unit, 50%of its members have to be women and needs to have an external woman member (lawyer, NGO worker, or social worker who has worked on women’s issues). The ICC is bound to keep the identity of the victim confidential. The time frame of filing complaints: within 3 months from the date of occurrence of the incident.

Contact our PoSH Legal Team: techlegalworld@gmail.com
PoSH Training Helpline: 91- 9895091976



Friday 19 October 2018

Need for PoSH Law training in the #MeToo Era! PoSH Law for Employers.


MeToo & PoSH Law Training.
Sexual harassment cases in the #MeToo Era gaining worldwide momentum  -  Importance of PoSH Law training for Companies, Hospitals, Schools, and workplaces.

Contact our PoSH Legal Training Team: techlegalworld@protonmail.com
PoSH Training Helpline: 91- 8281586243 Call/WhatsApp

From Hollywood to Bollywood, film stars, journalists, writers, politicians, corporate officials, hospitals, religious leaders, many are facing sexual harassment charges on MeToo revelations across the world in the Digital Era, thanks to the Social Media. No industry is immune to sexual harassment these include companies, hospitals, hospitality and many more.

Thanks to the #MeToo campaign against sexual harassment of women, more and more women are blowing the whistle and revealing the identity of the sexual abuses which are decades old on the social media without fear. This is the real power of the Social Media and the Internet. 

Sexual harassment violates the most cardinal fundamental right enshrined in the Constitution of India, namely the right to equality, right to life, and the right to live with dignity. In a male dominant society, such instances of sexual harassment are either regularized or buried and swept under the carpet due to social stigma, abuse of dominant power or position, fear of retaliation, loss of job and poverty that follows subsequent to the harassment leading to non-reporting of such cases. This suppression also leads to post-traumatic stress disorders in victims for many years and can have a negative impact on physical and mental health, morale, and quality of life. 


Types of sexual harassment in workplace:  Sexual harassment at workplaces can be divided into two categories. The first being a quid pro quo which means in return where a boss or a senior demands sexual favours from a female employee in return for a favor like promotion, performance appraisal, positive rating and so on. The next is when someone makes unwanted sexual acts like inappropriate touching, joking, showing pornography, talking with double meaning or an innuendo of a sexually colored topic.  


The PoSH Law: The National Women’s Commission in 2017 estimated that there has been a 45% rise in sexual harassment cases at workplaces. In an attempt to provide a safe working environment for women, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act and the Rules (in short known as PoSH Laws) have been enacted and passed by the Ministry of Women and Child Welfare, in 2013. These laws now apply to every workplace, company, organization, shops, restaurants and more.

Legal Requirements under the PoSH Law: Every organisation with more than 10 employees is required to set up an Internal Complaints Committee (ICC) headed by a “female presiding officer”, together with the formulation of an internal PoSH policy for the purposes of prevention and redressal of sexual harassment cases at workplaces. For companies less than 10 employees Local Complaints Committee is the first port of call for seeking redressal.


Training and orientation  programmes are also to be conducted by these establishments. These establishments are also required to file an annual report with the total number of sexual harassment complaints it received during the year, number of complaints disposed off during the year, and the number of cases that are pending for more than a period of 90 days.


The Ministry of Corporate Affairs via notification dated July 31st, 2018, amended the Companies Accounts Rules 2014, in accordance with the request made by the Ministry of Women and Child Welfare which makes it mandatory to disclose that the company has implemented the provisions of the Sexual Harassment Act. It is now compulsory for companies to make a statement in the Director’s Report that it has complied with the provisions regarding the constitution and setting up of the Internal Complaints Committee (ICC) as per the POSH Laws.


Legal and financial Implications of non-compliance of PoSH laws: Non-compliance of POSH laws or a failure to constitute an ICC can result in a penalty of Rs 50,000, apart from penalties for non-disclosure in the Director’s Report.  Repeat violations can lead to cancellation, non-renewal, withdrawal of registration or license required for carrying out the business. 

Case Law - The Madras High Court in 2016 ordered the Chennai based ISG Novasoft Tech Ltd to pay 1.68 crore rupees as damages due to sexual harassment faced by a female employee. This was a result of the victim moving the courts for compensation.

Other consequences of ignoring PoSH Law:  Non-compliance with PoSH laws can also result in loss of reputation, revenue, negative reviews online on employer websites like Glassdoor where employers are rated for gender equality, equal opportunity, women safety and other factors. Sometimes sexual harassment cases can pop up two decades later as in the case of online #Me Too campaign which can go viral and hurt the firm's reputation. Women employees these days go online review websites/portal to vent out their grievance against their employer with regard to sexual harassment and exploitation.

Sexual harassment affects the employee morale, reputation of the organisation since harassed employees may choose to reveal such acts even decades later on social media platforms and campaigns like #MeToo.

Revenue, business loss & loss of reputation: Sexual harassment at workplace can also have a negative impact on revenue of the companies where sexual harassment takes place and is hushed up. Subsequent to the #Me Too revelations which started in Hollywood, the same has hit the Bollywood with many well known stars have been named by women who were sexually harassed by stars at the movie sets. 

Bollywood loss exceeds 500 crores: Industry watchers estimate a revenue/business loss in Bollywood alone in the wake of #Me Too campaign to exceed 500 crores of Rupees. Industry watchers feel that production houses catering to biggies like Amazon and Netflix are the worst hit due to actors being shamed on #Me Too for sexual harassment that took place decades ago.  Some big projects with megastars and superstars have been shelved due to the controversy that shook the Hollywood resulting in huge revenue loss.

Conclusion: Get your company/establishment PoSH Compliant today in the #Me Too Era! Speak to our PoSH Lawyer today!

Resources, bibliography and website links:




Times of India #MeToo casualties across bollywood & multiple industries so far: https://timesofindia.indiatimes.com/india/metoo-movement-sexual-harassment-allegations-so-far/articleshow/66267346.cms


Women in Cinema Collective files writ in High Court to constitute Internal Complaints Committee under PoSH Law: https://www.thenewsminute.com/article/wcc-files-writ-petition-grievance-redressal-mechanism-against-sexual-harassment-90108


Hollywood Call to Action link:  https://www.sagaftra.org/files/call_to_action_final.pdf

National Women’s Commission provides email for complaints under PoSH Law. Demands media to set up ICC. https://timesofindia.indiatimes.com/india/metoo-ncw-urges-ib-min-to-direct-print-publishing-houses-to-form-internal-probe-panel/articleshow/66307013.cms

Staring at a women for 14 seconds can be annoying and can land you in jail: BBC News  https://www.bbc.com/news/world-asia-india-37091948#

MeToo hits Google, 48 employees fired: https://timesofindia.indiatimes.com/business/international-business/metoo-google-reveals-48-employees-fired-for-sexual-harassment/articleshow/66371668.cms

#MeToo: Tata Sons terminates contract with Suhel Seth: 

MeToo: Tamil Nadu academydrops 7 musicians: https://www.thenewsminute.com/article/me-too-allegations-madras-music-academy-drops-7-artistes-margazhi-season-90554

MeToo complaint filed by Sruthi Hariharan against Arjun Sarja:
https://www.firstpost.com/entertainment/metoo-in-india-kannada-actress-sruthi-hariharan-files-sexual-harassment-complaint-against-arjun-sarja-5461001.html

#MeToo: 9 of 10 sexual harassment plaints proven to be true:https://timesofindia.indiatimes.com/india/metoo-9-of-10-sexual-harassment-plaints-proven-to-be-true/articleshow/66309462.cms

MeToo Co-working spaces need PoSH Law:  https://timesofindia.indiatimes.com/business/india-business/metoo-puts-spotlight-on-co-working-spaces/articleshow/66370514.cms

MeToo has made men more conscioushttps://www.indiatoday.in/india/story/metoo-controversy-has-made-men-conscious-says-shashi-tharoor-1368193-2018-10-15

Sexual Harassment at Workplace: Ex-employee calls out at Asianet senior: https://timesofindia.indiatimes.com/city/thiruvananthapuram/ex-employee-calls-out-seniors-in-tv-channel/articleshow/66643021.cms

Sexual Harassment in All India Radio: Ensure system to address sexual harassment complaints at All India Radio: Maneka Gandhi to Rajyavardhan Singh Rathore: http://www.newindianexpress.com/nation/2018/nov/16/ensure-system-to-address-sexual-harassment-complaints-at-all-india-radio-maneka-gandhi-to-rajyavard-1898748.html

MeToo sexual misconduct: Flipkart CEO Binny Bansal Resigns After Probe Into Personal Misconduct. https://www.forbes.com/sites/meghabahree/2018/11/13/flipkart-ceo-binny-bansal-resigns-after-probe-into-personal-misconduct/#19aafef85ac3

Keywords. POSH training in India, Online POSH training in Indian cities. Online POSH training programme in India.  POSH training in Kochi, Kerala, POSH training in Coimbatore, POSH training in Bangalore, POSH training in Chennai.  Online POSH training in Kerala. POSH Law training now in Kochi, Kerala

Keywords. POSH training in India, Online POSH training in Indian cities. Online POSH training 

Friday 22 December 2017

Mobile Tower Radiation - Report by Prof Girish Kumar IIT Mumbai

                                  Mobile Tower Radiation - Report by Prof Girish Kumar IIT Mumbai
Mobile Tower Radiation Virudha Samithi

Friday 8 December 2017

Mobile Tower Radiation Law and Facts- Supreme Court Case


Mobile Tower Near Schools & Residential Areas
EMR (Electro Magnetic) Mobile Tower Risks include: Cancer, breast cancer, drying up of fluid around eyes, brain, joint, heart, abdomen, headaches, depression, memory loss and more..... .

The Supreme Court of India orders BSNL to shut down mobile tower due to cancer - 2017 Harish Chandra  Tiwari Vs Union of India   https://timesofindia.indiatimes.com/india/man-claims-cell-tower-gave-him-cancer-supreme-court-shuts-it-down/articleshow/58137346.cms

No Mobile Towers in Residential Areas:says High Court of Kerala 2015 https://timesofindia.indiatimes.com/city/kochi/ 


'Stop work on mobile tower near school - Kerala Human Rights Commission https://timesofindia.indiatimes.com/city/kochi/stop-work-on-mobile-tower-near-school/articleshow/61613191.cms
Report on Mobile Tower Radiation Health Hazards & Solutions by Prof. Girish Kumar IIT Mumbai   http://profgirishkumar.blogspot.in/
About Mobile Tower Radiation http://www.solacecare.in/about-electromagneticfield-radiation

International Studies: http://www.solacecare.in/mobile-tower-radiation-shielding-products

Health Hazards: http://www.solacecare.in/cell-tower-radiation-shielding-products
Mobile Tower Radiation Hazards http://www.hindustantimes.com/health-and-fitness/is-mobile-phone-tower-radiation-a-health-hazard/story-U36Vsl3VpIBQOg043iyvBN.html

Mobile Use links to tumour risk  https://timesofindia.indiatimes.com/life-style/health-fitness/health-news/mobile-use-for-10-years-raises-tumour-risk/articleshow/57490535.cms

Latest news and useful links: http://www.solacecare.in/news






















Monday 22 May 2017

Bitcoin - Future of Money in the Cyber Era.

Bitcoin Is Now More Valuable Than Ever.

Bitcoin Digital Wallet
Bitcoin value surpasses gold in one ounce reaching $1,400 and is expected to soar in the coming months and years due to mainstream adoption in many countries.

The recent "WannaCry" ransomware attacks across the world which attacked millions of computers and healthcare infrastructures like the NHS UK across the world demanded money in the form of Bitcoin which is a digital currency as ransom which increased its popularity across the world.

Countries India has witnessed the boom of many Bitcoin trading platforms like Zebpay, Unocoin, etc. A single trading platform like Zepbap has around 500000 users which is expected to grow with the impending regulation in the country.  India reported its first ever Bitcoin misappropriation case in the year 2016 in Ahmedabad amounting to Rupees 3.5 crores in Bitcoin. 

According to CoinNewsAsia.com, India aims at official recognition and a Bitcoin tax due to the recent change in Indian bank notes made digital currency more popular. Engadget reported Bitcoin use doubled in India this winter when the government banned both the 500 and 1000 Rupee bank notes.

In April 2017 Japan officially recognized Bitcoin, and other cryptocurrencies as legal tender.  The United States Securities Exchange Comission which earlier rejected bitcoin exchange traded fund application in March but said it would be reconsidered. Russia hopes to recognize cryptocurrencies like Bitcoin as legal tender by 2018. 

Other digital cryptocurrenies like Ethereum, Ripple, Dash, Monero have made gains in its value and popularity among users. Digital currency like Ethereum has quickly attracted interest from companies like Microsoft and JP Morgan Chase

The blockchain technology which is a public ledger that records Bitcoin transactions has gained interests from companies like IBM and other majors which can be used in many other applications like banking, retail, pharmaceuticals etc without the need for any centralized authority who can manipulate the system due to excess concentration of power in once centralized authority like centralized banks which have failed over the years in many countries including the Leeman Brothers in 2008.


Bitcoin Mining Farm in Iceland


Some of the companies where Bitcoin is accepted as a mode of payment include Dell, Microsoft, Electronic Frontier Foundation to name a few. In 2013, Chinese Internet giant Baidu allowed clients of website security services to pay with Bitcoins.


The first Bitcoin ATM was installed in October 2013 in Vancouver, British Columbia, Canada.
A Bitcoin ATM in California


To a question by Australian Senate as to how long Bitcoin would take before it goes mainstream, Mr Antonios a Bitcoin proponent answered. The Internet took 15 years, Cellular Telephone took 10 years, the web took 7 years and the Bitcoin will take 5 years before going mainstream. 


He also added that monopolists like Visa and Master Card who act as mere intermediaries to exchange money make billions of dollars in commission for doing nothing should not be given the authority to regulate the digital payments ecosystem which would be bad for customers, increase transaction costs and result in manipulation and corruption.  This would be something like letting the railways regulate or monopolize the transport industry by putting brakes on automobile innovation or allowing the telecom companies to regulate the Internet and stifle innovation which is bad for consumers and the millions of unbanked poor in developing countries like India and other places who can use Bitcoin to exchange money across the world without transaction fee or failure of their local banking system in countries like Argentina, Brazil, Greece, Venezuela and more.