The employment paperwork every Indian workplace needs — a compliant POSH policy, a POSH complaint to the IC, termination and disciplinary letters that follow fair procedure, and a gratuity claim. Built for employers, HR teams and employees alike.
Yes. Every workplace with 10 or more employees must have a policy on prevention of sexual harassment and constitute an Internal Committee (IC) under the POSH Act, 2013. Non-compliance attracts penalties and, on repetition, cancellation of licence/registration.
A complaint should ordinarily be made to the Internal Committee within 3 months of the incident (or the last incident in a series), which the IC may extend for good reason. The inquiry must usually be completed within 90 days.
Gratuity is payable after 5 years of continuous service (the 5-year condition is waived on death or disablement). It is calculated as 15/26 × last drawn monthly wages (basic + DA) × completed years of service, subject to the ₹20 lakh cap.
Generally no. A dismissal for misconduct must follow a fair domestic inquiry (charge-sheet, opportunity to reply, hearing). "Workmen" under the Industrial Disputes Act, 1947 may also have notice/compensation protections. Skipping process is the top reason terminations are set aside.
No. They are document-preparation aids generated from your inputs and are not legal advice under the Advocates Act, 1961. Have the draft reviewed by an employment lawyer, especially before any dismissal or disciplinary action.