About Me
Jyotica Bhasin
Lawyer and External NGO member
E-MAIL
jyotica@bhasinandbhasin.com
TELEPHONE
+91 9891385111
Jyotica Bhasin is a practicing lawyer cum NGO member, and has 28 years of post-qualification
legal work experience. She graduated in Political Science (H) from the Lady Shri Ram College for
Women and holds an LL.B. (Hons) degree from Campus Law Centre, Delhi University and thereafter have experience in conducting independent investigations related to complaints of misconduct, harassment, discrimination and specifically sexual harassment of female employees at the workplace.
Work Experience
As on External NGO member
I have been an External NGO member on the panel of the Internal Committees (IC) for
Prevention of Sexual Harassment at the workplace, an independent Ombudsman, and the point
of contact on the ethics portal for MNCs- including BCG, Coca-Cola, Lufthansa airlines, Agilent technologies, XL India- and for several NGOs and organisations- including Population Council of India, WWF, Plan International (India), and Save The Children.
Special Training
I am a specialist trainer and conducts the statutorily mandated POSH related training sessions for employees, in person and online, holding trainings sessions for managers/leadership to deal with complaints of sexual harassment. I have also trained several ICs through intensive capability building workshops.
Women Rights
I appear before various State and National Commissions for Women, espousing the cause of gender equality, advocating women’s rights and dealing with cases and appeals arising out of the sexual harassment of women at the workplace.
I have been a regular speaker at national and international conferences, and train regularly at the National Institute of Public Cooperation and Child Development Delhi on POSH related matters.
I have worked closely with UN Women, Ministry of Home, and the Ministry of Woman and Child.
As a life trustee with Baba Charitable trust since 2002, I help women to improve their basic standards of living, education, self-empowerment, training for employment skills, etc.
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Why you need us:
To enable an employer to meet their obligations which are cast upon them by the statute.
In addition to requiring an employer to set up an IC and ensure redressal of grievances of workplace harassment in a time bound manner, the POSH Act casts certain other obligations upon an employer which includes:
- Promoting a gender sensitive workplace and removing the underlying factors that contribute towards creating a hostile working environment against women.
- Formulate and widely disseminate an internal policyfor prohibition, prevention and redressal of sexual harassment at the workplace.
- Display conspicuously at the workplace, the penal consequences of indulging in acts that may constitute sexual harassment.
- Declare the names and contact details of all members of the IC.
- Organize regular workshops and awareness programmes for sensitizing employees on the issues and implications of workplace sexual harassment and organizing capability building programmes for members of the IC.
- Provide necessary facilities to the IC for dealing with the complaint and conducting an inquiry.
- Cause to initiate action, under the Indian Penal Code, 1860 (“IPC”) or any other law in force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee, in the workplace at which the incident of sexual harassment took place.
- Treat sexual harassment as a misconduct under the service rules and initiate action for misconduct.
- Prepare an annual report with details on the number of cases filed and their disposal and submit the same to the District Officer.
- Monitor the timely submission of reports by the IC.
Non-compliance with the provisions of the statute may result in creating unsafe workplaces and lead to heavy monetary punishments by the regulatory authorities.