Reading Time: 2 minutes

Creating a safe and inclusive workplace is no longer a choice. It has become a necessity. The POSH Act (Prevention of Sexual Harassment Act) aims to address this very issue. And it exists in India, so that every employee, no matter what gender, can work freely. From harassment, fear, or discrimination. The human resource management software safeguards this policy in each organization

What is the POSH Act?

The Sexual Harassment of Women at the Workplace. Prevention, Prohibition, and Redressal Act, 2013. This historic legislation was one of the first milestones for India. Thus, providing them protection and dignity.

 

Vishaka Guidelines are the guide under which this act falls in. Issued by the Supreme Court in 1997 and became a full-fledged law in the year 2013.

Objectives of the POSH Act

The POSH Act was designed to eradicate sexual exploitation with a goal of having in place:

• Sufficient and safe working environment
• Process of complaint, preferably reporting, and redressal
• Creating awareness among the general public with regard to workplace conduct.

What Qualifies as Sexual Harassment? 

• Unwanted physical contact or advances
• A demand or request for sexual favours
• Sexually colored remarks
• Showing pornography

These actions create actual or perceived intimidation, a hostile work environment. Or an offensive environment within the workplace.

Scope of the POSH Act

The POSH Act covers the following population: 

Any woman working for an organization. Or working for various organizations. Namely, contractors, interns, daily-wagers, part-timers, and so on. 

All workplaces- private offices, government, NGOs, schools, colleges, hospitals, etc. 

Both the organized sector and the unorganized sector. 

It should be noted that though the Act is specifically for women. Many organizations apply similar policies for the benefit of all genders. Voluntarily towards an inclusive and equal society. 

Internal Committee (IC)-The Heart of Redressal

As mandated under the law. 

• Senior woman employee
• Two committed employees, female or jurists.
• There would be one external from an NGO. Or an association on women’s rights.

The IC hears complaints, looks into cases with confidentiality, and makes recommendations for action based on its findings.

Importance of Awareness and Training

Awareness is a key factor in making the POSH Act work in actual life. Employees should receive regular workshops, seminars, and training sessions to imbibe acceptable behaviours, reporting mechanisms, and recognize their rights and responsibilities. A culture of employee safety, open communication, and gender equality will boost morale and productivity in the workplace.

Conclusion

The POSH Act plays an important role. Only if the organizations follow the law seriously and build a culture of respect. And accountability, they will avoid legal problems. And have workplaces where all feels valued and safe. 

FAQs

Q1: Under whom does the POSH Act apply? 

The Act applies to all working women, including interns and employees on a part-time or contract basis.

Q2: What is the work of the IC? 

The IC has multiple roles. It examines complaints. Also provides recommendations for action against sexual harassment. 

Q3: Is there any way for men in the POSH Act? 

Many companies have gender-neutral policies in hr management. You need to clarify it first.  

Q4: List the consequences of what happens when an organization goes against the provisions of the POSH Act. 

Here is the list. Penalties, cancellations of licenses, and branding fallouts arise out of non-compliance.

 

Reading Time: 2 minutes

The new job is a thrilling phase. Mostly, the very first step of this journey is a probation period. Whether they are compatible with each other. A lot of companies nowadays use tools such as employee management software. That helps track progress, record feedback & make decision-making easier during the trial phase.

In this article, we will be looking into what a probation period is. The purpose it serves, and how long it generally lasts. And certain pointers to help you cruise through this early stage. 

What is a Probation Period?

In general, a probation period is a trial phase at the inception of employment. When the interaction is analyzed by the employer and the other person, i.e. employee as well.  It is, to all intents and purposes, an employer’s assessment of how the new hire is performing. Developing skills and integrating culturally within the wider organisation. Whether the role constitutes a stepping stone in their career. Or a dissatisfying situation due to his or her expectations. 

Purpose of the Probation Period

The several goals contained in the probation period are:

For Employers

The probation affords a defined timeline to assess the new employee’s knowledge. Attitude toward work and adaptation to the company culture.

For Employees

This period gives an opportunity to check the expectations of the staff. And also serves to know whether the role fits in with their professional aspirations.

Typical Length of a Probation Period

The particular role in question. 3 months to 6 months. Nevertheless, some firms may extend this timeline. Especially for positions requiring specialized skills or complex responsibilities.

Important Aspects During The Probation Period 

Performance Evaluation

During this stage. The performance & productivity of the employee against set targets are evaluated. 

Feedback and Support 

Regular feedback helps the employee in evaluating himself/herself. And knowing more about the area in which he/she need to improve.

Training and Development

The training programs are also attended by employees. These training programs are concerned with imparting skills relevant to their jobs.

Notice Period

During probation, the notice period is reduced. As against that given to confirmed or permanent employment. 

Elevation of Probationer into a Permanent Employee

The transition is as follows:

Salary Revisions

Revisions on compensation will pertain to any permanent position

Confirmation of Role

The job is recognized officially – Yes/No on the employee side.

Conclusion

To sum up, the probation period is a crucial phase in the employment lifecycle. By knowing its purpose and the major elements. You can make that period work well for you in beginning the way to a successful career thereafter.

FAQs

Q1: Can an employee resign while on probation?

Yes, an employee can resign while on probation. However, the probation may be shorter. For particulars, refer to the employment contract.

Q2: Is probation a legal requirement?

Right away answer No. However, it is a general practice. Followed by many organisations to assess new hires efficiently.

Q3: Can the probation time be extended?

If employers feel that they require an additional term. To properly assess the performance. They can extend the probationary period.

Q4: Do employees get benefits during probation?

Employees generally get the statutory benefits during probation. However, certain other benefits may be granted upon confirmation.

 

 

 

Reading Time: 3 minutes

Having the right people on your team can make or break your success in today’s world. Of intense competition that every business faces. Making well-defined recruitment strategies is crucial. If you are a growing startup or an established corporation. Developing a smart and structured hiring plan helps you with the right people.
We will delve into key concepts such as talent acquisition. Hiring process and employee retention, and how they fit into this larger picture.

What are the Recruitment Strategies?

Recruitment Strategy gives a hand to organizations to qualify and retain the top workforce. For open vacancies. It clearly states the entire process of hiring, from how and where you will find candidates.
It is about hiring that truly matters. Aligning your hiring objectives with the set-up for the long term. Culture and success of the company.

Recruitment Strategies are Important

A robust recruitment strategy leads to a bunch of advantages beyond hiring people. It helps an organization:

Decrease hiring time and cost

Acquire better-quality recruits

Regularize recruitment efforts

Foster a strong employer brand

Retain an organization’s top talent for a longer duration

A good recruitment strategy will translate into smarter hiring decisions. And, hence, a more productive workforce overall.

Components of a Successful Recruitment Strategies

Let’s take a look at those elements that lead to success in any recruitment strategy:

1. Job Profile

Job profiles are the first communication between the potential candidate and the organization. A description should be precise, clear, and relevant to the responsibilities. And expectations of that job.

2. Targeting Sources for Candidates

Know where the good candidates are hanging out: worker boards, LinkedIn, and niche platforms. Or employee referral networks. Adapt your sources to target the talent that is most relevant to you.

3. Structured Screening and Interviewing

Introduce screening tools that should be applied to filter resumes. On the basis of experience. Skills and cultural fit. Follow that with a consistent interviewing process. Combining behaviour-oriented questions with technical questions.

4. Focus on Employer Branding

You should market your values, work culture, benefits, and growth opportunities. And hence, the more candidates view themselves as aligning with that company. The more likely they are to apply for and accept higher job offers.

5. Recruitment Metrics

Keep a record of all the important metrics, such as time-to-hire, cost-per-hire. And job-seeker satisfaction. Such insights will guide you to polish your strategy over time.

Integrating Talent Acquisition and Employee Retention

While the recruitment strategies focus on filling positions. Talent acquisition looks at long-term workforce planning. It is concerned with determining possible future skill needs. And finding the right people proactively.
On the other hand, employee retention means keeping hired talent engaged. Retention initiatives, such as onboarding programs. Growth opportunities and a positive work environment. Run parallel to your hiring goals.

Hiring Process Improvement Suggestions

Before proceeding to the sourcing stage, delineate the attributes of an ideal candidate.
Involve your current employees in the referral or interview process.
Obtain candidate feedback to improve their hiring experience.
Maintain clear and timely communications all the way through the hiring process.

Conclusion

A recruitment strategy is a strategic tool for organizations to grow with the right people. A well-built and consistently executed recruitment process saves time. Reduces costs and achieves results in harmony with your company vision.
The recruitment strategy is something, whether you hire your first or the thirtieth employee. It is the bedrock on which long-lasting success lies.

FAQs

Q1: What is Recruitment & Talent Acquisition? State the differences between these two.

Recruitment fills immediate job openings while talent acquisition is a long-term approach. Whereas hiring involves workforce planning and talent pipeline development.

Q2: How do I formulate a recruitment strategy?

Recruitment strategies generally start with defining your needs, defining ideal candidates. Identification of sourcing platforms & design a better working process. And then indexing the results.

Q3: Why must employer branding be used for recruitment?

In order to draw better candidates. Employer branding acknowledges things that make your company a good place to work.

Q4: What are the advantages of a good recruitment strategy? List them.

Reduced time, Better hire, Cost to hire, Building stronger teams, Better retention, etc.

Reading Time: 4 minutes

In fast-paced work environments, keeping up the well-being of employees is of primary concern. Sick leave is one major component that makes an employee benefits package worth its salt. It assures employees time to recover from illnesses. Or injuries without the burden of worrying about finances. It becomes an important part of the Leave Management System. That would allow organisations to keep track of and manage employee absences effectively.

In this article, we will discuss what sick leave is, regulations dealing with leave in India. The benefits of an easy sick leave policy and how it acts as a crucial cog in the wheel. That enables companies to run healthy and productive workplaces.

What Is Sick Leave?

Sick leave (SL) is taken when he or she is unable to attend work due to sickness or injury. For recovery without worrying about losing their income. It is thus an essential part of an employee welfare program. 

In India, sick leave policies are, however, governed by local labour laws.  To give an example, the Shops and Establishments Act and the Factories Act. A number of industries with their peculiar working conditions and practices. Also, have sick leave policies that are finally implemented at the company level. For businesses using HRMS Software, leave implementation & tracking become an efficient process. Facilitating compliance and organizational streamlining for HR Teams.

Regulations Regarding Sick Leave in India

Sick leave in India is governed by a variety of labour laws that vary based on state or industry. 

Shops and Establishments Act

Under the Shops and Establishment Act, there is a provision for paid sick leave. For certain days in a year, which vary across states. For example, an employee has the right to 12(twelve) days’ leave in a year. With 12 (twelve) days of casual leave. The number varies as per different regulations in every state. 

Factories Act, 1948

Those employees who worked for a minimum of 240 (two hundred forty) days in a given calendar year. Must be qualified for sick leave as per the following rule: one day of sick leave is given for the next 20 days of work. And in most cases, a medical certificate is also required to qualify for the leave.

Plantation Labour Act, 1951

According to the Factories Act. A worker in a plantation is recognized as entitled to a day’s sick leave for every 20 days of work performed.  It’s essential to present the medical certificate. 

Working Journalists and Newspaper Employees Act, 1955

In the case of journalism sector employees, the employee is entitled to 1 month’s sick leave. After having served for 18 months. 

Why Sick Leave Policy is Important

Here are the following points about how solid sickness leave policy benefits organizations

1. It Is Legal

In your local country or state. This way, you’re keeping out of a potential legal minefield. At the same time, you give fair and just treatment to your employees.

2. Employee Health and Productivity

This paid leave encourages an employee to recuperate. Therefore, it stops infectious diseases from being spread among co-workers. Most of the time, if workers feel that their health becomes an important factor. In the overall company operations. They are likely to return as a whole and fully healed, and ultimately productive.

3. Employee Morale and Retention:

Sick leave gives a scope that raises employee morale & retention levels. Employees would rather spend time away from the workplace. When an illness arises from a company that has set time aside for this purpose as to be less likely to skip work.

How to Curate a Sick Leave Policy

Calculating the possible days an employee can take off work to report back. The following points will be handy while drafting a leave policy:

Clear Leave Entitlements

State the specific number of sick leave days that an employee is entitled to in a year.

Eligibility Requirements

Mention all eligibility conditions before an employee accesses sick leave. For instance, of the service period.

Required Documentation

State clearly if medical certificates or likewise are needed for absences. Over a given number of days. 

Carry-forward and encashment

Even though they are not a bylaw under the labour laws. This is covered by many companies for retention purposes. 

Paid Vs. Unpaid

Also, mention under which conditions it will apply.

Dealing with Absences for Frequent or Long-Term Illness

For employers and employees alike. Coping with frequent or long-term leaves. This can be very difficult. Thus, while handling leave cases. Employers should remain sympathetic and understanding. Here are some tips on how to deal with long or frequent leave:

Constant Communication

Maintain an open dialogue concerning the health condition of the employee. Explore alternatives for potential accommodations.

Consider Flexible Work

Where possible, employees who can work but need rest. Should be offered an option to operate under some flexible arrangements. Such as from home.

Employee Assistance Programs (EAP)

Create programs to help employees suffering from chronic illnesses. Or mental conditions with counseling services or stress management activities.

Sick Leave vs. Medical Leave: What’s the Difference?

While sick leaves and medical leaves refer to treatment for employees. They differ in duration, prescription, and requirements. 

 

Aspect	Sick Leave	Medical Leave
Duration	Usually short, from 1-14 days.	Longer, for up to a few months and more.
Eligibility	Generally, for any employee.	Serious health condition or doctor’s orders.
Medical Certification	Maybe not required for absences of less than 3 days.	Usually necessary; for extended leave cases, a medical certificate is typically required.
Payment	Usually, paid leave is from the employer.	Could range from either paid or unpaid on the employer’s policies and severity of the condition.
Example	Common colds, fever, and minor injuries.	Big surgeries, long-term treatment, or chronic diseases like cancer.

 

Conclusion

Healthy work environment. It accords the employers the right to comply with labour laws. Allows employees to recover from illness without worrying about finances. And is important on the overall wellness aspect of the workplace. Streamlining the process using an HRMS software or Leave Management System. Benefiting all the parties concerned.

FAQs

1. What does sick leave mean?

Sick leave is time off from work that a sick employee takes in order to recuperate from sickness. It could be paid or unpaid, depending on the employer’s policy.

2. How much leave will one get?

However, in India, a large number of employees understand. There will be around 12 days of leave. Afforded to them annually as per the Shops and Establishments Act.

3. Do we need a medical certificate for sick leave? 

In most cases, you’ll need a medical certificate if the leave is for more than three consecutive days. But that depends on the company.

4. Is it leave paid?

The majority of the time, leave is paid, but it also differs from company to company. Most companies allow such paid sick leave after a certain period of employment. Usually, after a probation period ends.

5. Can sick leave be carried forward?

The accumulation or encashment of leave is not obligatory. Under Indian labour laws. However, a number of companies allow the carry-forward of unused leaves for the forthcoming year.