Is Your Hospital POSH Compliant? How do you ensure Patient and Staff Safety?

Hospitals work around the clock to protect patients. But are they equally committed to protecting their own employees?

Working round the clock means major footfall and interaction with outsiders as well as among the employees as well. Night duties, shifts, assisting doctors all duties need to be performed diligently but are hospitals diligent enough when it comes to compliance and staff safety under the Posh Act?

Doctors, nurses, receptionists, technicians, housekeeping staff and administrative employees deserve a workplace free from sexual harassment. Not to forget, they face outsiders regularly and in great numbers.

Did you know that the POSH Act, 2013 applies to hospitals, whether government-owned or privately managed. Hospitals with 10 or more employees must constitute an Internal Committee (IC) and fulfil other statutory obligations.

Long working hours, night shifts, close professional interactions and hierarchical working relationships make workplace sensitisation particularly important in healthcare institutions.

There are some very important questions that the hospitals need to introspect and answer:

• Is your hospital's Internal Committee properly constituted?
• Are the details of the IC duly displayed at a conspicuous place?
• Do your nurses and other staff know whom to approach if they face harassment?
• Has your staff including doctors, administrators, nurses, guards been trained under the said act?
• Are you aware of your duties as an employer under the POSH Act?

Nawal Foundation helps hospitals strengthen POSH compliance through employee awareness programmes, Internal Committee training, policy guidance and workplace sensitisation.

A hospital that cares for others must also care for its employees.

Does the POSH Act Apply to Your Beauty Salon? Yes, It Does!

Today beauty salons are no longer small places run by one or two staff alone. Many of them apart from being massive places have branches in various parts of the city. A beauty salon too, is a workplace.

Beauticians, hairstylists, receptionists, therapists and other salon employees deserve a safe and respectful working environment. Just as your staff receives regular trainings to keep themselves upgraded, they need to receive regular trainings and orientations under the POSH Act too.

The POSH Act, 2013 applies to salons, beauty parlours, spas and wellness centres. Even smaller establishments have legal responsibilities to prevent workplace sexual harassment.

In salons, employees interact closely with clients and colleagues. Inappropriate comments, unwanted physical contact, repeated personal advances or harassment by customers can create an unsafe workplace.

• Does your salon have a POSH policy?
• Do your employees know what to do if a customer or colleague behaves inappropriately?
• Does it have an IC?
• Just as you display the latest trends and offers, have you displayed the information regarding the IC and contact information?
• Have they been trained and oriented under the POSH Act?

Where a salon has 10 or more employees, an Internal Committee must be constituted. If your salon has different branches at different locations in a city, even then you are liable to comply with the provisions of the POSH Act.

One unfortunate incident of workplace harassment can ruin the name and image of the salon that you have build in years. In some cases, non- compliance can even lead to cancellation of licenses. In order to prevent any such mishappening, ensure that your salon is POSH compliant and ensures the safety of the clients as well as the staff.

Nawal Foundation supports salon owners through simple POSH awareness sessions, staff sensitization, compliance guidance, providing external member and Internal Committee training.

Beauty begins with confidence. Confidence begins with safety.

Make your salon a safer workplace with Nawal Foundation.