The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act,

2013, which came into effect on the ninth of December 2013, was enacted by the Indian government. This
act implies the UN Convention on the Elimination of All Forms of Discrimination Against Women
(CEDAW) and is an expansion of the Vishaka Guidelines, that had been issued by the Supreme Court in
the year 1997. Sexual harassment results in infringements of women's fundamental rights to equality as
defined in Articles 14 and 15 of the Constitution of India in addition to her right to live with dignity, as
mentioned under the provisions of Section 21.
A woman's fundamental rights to equality under articles 14 and 15 of the Indian Constitution, her right to
life and the right to live with dignity under the provisions of article 21 of the Constitution, and her right to
practice any profession or engage in any trade, business, or occupation under article 19 of the Constitution
which includes the right to work in an atmosphere free from sexual harassment—are all breached by
sexual harassment. Hence, a woman has a legal right to a safe working environment.
The Preamble of the POSH Act states, "Whereas sexual harassment results in a violation of a
woman's fundamental rights to equality."
A). Definition of Sexual Harassment?
 Sexual harassment is defined by the Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act, 2013 as any unwanted physical, verbal, or non-verbal conduct
of a sexual nature, including advances and physical contact, demands or requests for sexual
favors, sexually suggestive comments, the display of pornographic material, and any other
unwelcome patterns of conduct.
 The Act additionally delineates the conditions in which a conduct counts as sexual harassment.
These include implied or clear promises of favorable treatment at work; implied or direct threats
of adverse treatment at work; implied or explicit threats concerning her employment status, either
now or at some point in the future; interference with her work or the creation of an intimidating,
obnoxious or hostile working atmosphere for her; or demeaning treatment that might jeopardize
her health or safety.
 Physical contact with aggrieved women is not necessary for terming an act as sexual harassment.
Any such act, action, or communication that creates a hostile work environment is Sexual
harassment. Circulating inappropriate rumours, sharing lewd jokes, or verbally abusing a female
worker also amounts to sexual harassment.
 The Act has a clearly defined complaint mechanism to ensure time-bound treatment of
complaints. It should be noted that nowhere time limit for filing a report against the perpetrator is
suggested, however, early reporting of such incidences is encouraged as a matter of personal right
and dignity.

B). Rights and Responsibilities of Employees:

1. Right to a Safe Workplace:
 Every employee has the fundamental right to work in an environment that is free
from any form of sexual harassment.
 This includes freedom from unwelcome advances, comments, gestures, or any other
behavior of a sexual nature that creates a hostile or uncomfortable work environment.

1
2. Right to Dignity and Respect:
 Employees have the right to be treated with dignity, respect, and professionalism by
their colleagues, superiors, and subordinates.
 No one should be subjected to derogatory remarks, jokes, or comments of a sexual
nature that undermine their dignity or create an intimidating or offensive atmosphere.
3. Right to Non-Discrimination:
 Employees have the right to be free from discrimination based on their gender, sexual
orientation, gender identity, or any other protected characteristic.
 Discriminatory behavior, including sexual harassment, is not only unethical but also
illegal under the law.
4. Responsibility to Respect Boundaries:
 It is the responsibility of every employee to respect the personal and professional
boundaries of their colleagues.
 This includes refraining from engaging in any behavior that may be perceived as
harassment, even if it's unintentional, and being mindful of how one's words and
actions may impact others.
5. Responsibility to Communicate Clearly:
 Employees should communicate with their colleagues in a clear, respectful, and
professional manner at all times.
 If unsure about whether certain behavior may be considered inappropriate or
unwelcome, err on the side of caution and refrain from engaging in such behavior.
6. Responsibility to Report Incidents:
 Employees have a responsibility to report any incidents of sexual harassment they
witness or experience, regardless of the identity or position of the perpetrator.
 Reporting incidents promptly helps ensure that appropriate action can be taken to
address the issue and prevent further harm.
7. Responsibility to Support Colleagues:
 Employees should offer support and assistance to colleagues who have experienced
sexual harassment, including providing emotional support, accompanying them to
report the incident, and encouraging them to seek help.
8. Responsibility to Participate in Prevention Efforts:
 Employees should actively participate in training sessions, workshops, and awareness
programs organized by the institution to prevent sexual harassment in the workplace.
 By staying informed about their rights and responsibilities, employees can contribute
to creating a culture of respect, equality, and inclusion in the workplace.
9. Responsibility to Cooperate in Investigations:
 If requested, employees should cooperate fully with any investigations into
allegations of sexual harassment, providing truthful and accurate information to the
designated authorities.
 Cooperation is essential for ensuring a fair and thorough investigation process and
holding perpetrators accountable for their actions.
 By upholding their rights and responsibilities, employees of CSIR-CSIO can play a
vital role in preventing sexual harassment and fostering a safe, respectful, and
inclusive workplace environment for all individuals.

2
C). Reporting Procedures for Employees: The reporting procedures for employees of CSIR-CSIO:
1. Recognizing Sexual Harassment:
 Understand that sexual harassment can take various forms, including unwelcome
advances, comments, gestures, or physical contact of a sexual nature.
 Trust your instincts and recognize when behavior crosses the line into harassment,
making you feel uncomfortable, intimidated, or offended.
2. Immediate Reporting:
 If you experience or witness sexual harassment, it's essential to report it promptly to
ensure timely intervention and resolution.
 Approach your supervisor or any designated member of the ICC committee to lodge
your complaint.
3. Confidential Handling:
 Rest assured that your complaint will be handled with strict confidentiality to protect
your privacy and maintain your dignity throughout the process.
 Understand that only relevant individuals involved in the investigation (ICC
members), will have access to information regarding your complaint.
4. Importance of Prompt Reporting:
 Understand the importance of reporting incidents of sexual harassment as soon as
possible to prevent further harm and ensure a swift response from the ICC team.
 Delay in reporting may allow the harassment to continue or escalate, potentially
affecting other employees as well.
5. Trust in the Investigation Process:
 Have confidence in the ICC team's ability to conduct a thorough and impartial
investigation into your complaint.
 Understand that the ICC team is well equipped to handle such sensitive matters with
utmost professionalism, fairness, and empathy towards all parties involved.
6. Supportive Environment:
 Know that you're not alone in dealing with the aftermath of sexual harassment. Seek
support from trusted colleagues, friends, or family members during this challenging
time.
 Utilize the counseling services or support groups offered by CSIR-CSIO to address
any emotional or psychological distress you may be experiencing.
7. Follow-Up and Updates:
 Expect regular updates from the ICC team regarding the progress of the investigation
and any actions taken in response to your complaint.
 Feel free to seek clarification or express any concerns you may have about the
process or outcomes of the investigation.

3
 8. Non-Retaliation Policy:
 Understand that CSIR-CSIO has a strict non-retaliation policy in place to protect
employees who report incidents of sexual harassment from any form of reprisal or
retaliation.
 Report any instances of retaliation or victimization to the ICC team immediately for
appropriate action.
9. Trust in the System:
 Trust that CSIR-CSIO is committed to creating a safe, respectful, and inclusive
workplace environment for all employees.
 Your courage in coming forward with your complaint contributes to the institution's
efforts in preventing and addressing sexual harassment effectively.

D). Support and Redressal for Employees:

1. Institution's Commitment to Safety:
 Understand that CSIR-CSIO is dedicated to providing a workplace environment that
is safe, respectful, and free from sexual harassment.
 The institution upholds a zero-tolerance policy towards any form of harassment and
is committed to addressing complaints promptly and effectively.
2. Access to Support Services:
 Know that if you experience sexual harassment at CSIR-CSIO, you have the right to
seek support and assistance from the ICC team.
 The ICC team is specifically selected to handle complaints of sexual harassment with
sensitivity, empathy, and confidentiality.
3. Confidentiality and Privacy:
 Rest assured that your complaint will be treated with strict confidentiality to protect
your privacy and ensure your comfort throughout the process.
 Only relevant individuals (ICC Team) involved in the investigation, will have access
to information regarding your complaint.
4. Emotional Support:
 Seek emotional support from the ICC team if you're feeling distressed, anxious, or
traumatized as a result of experiencing sexual harassment.
 The ICC team can provide guidance, counseling, and referrals to appropriate support
services to address your emotional and psychological well-being.
5. Guidance through the Process:
 Receive guidance and support from the ICC team on the steps involved in reporting
and addressing your complaint of sexual harassment.
 The ICC team will explain the investigation process, your rights, and the support
services available to you to help you navigate through the situation.

4
 6. Legal Assistance:
 Understand that you have the option to seek legal assistance and representation if you
choose to pursue legal action against the perpetrator of sexual harassment.
 The ICC team can provide information and referrals to legal resources to help you
understand your legal rights and options.
7. Protection from Retaliation:
 Know that CSIR-CSIO has a strict non-retaliation policy in place to protect
employees who report incidents of sexual harassment from any form of reprisal or
retaliation.
 Report any instances of retaliation or victimization to the ICC team or HR
immediately for appropriate action.
8. Follow-Up and Resolution:
 Receive regular updates from the ICC team regarding the progress of the
investigation into your complaint and any actions taken in response to it.
 Feel free to seek clarification or express any concerns you may have about the
process or outcomes of the investigation.
9. Empowerment and Advocacy:
 Know that by coming forward with your complaint of sexual harassment, you are
contributing to the institution's efforts to create a safer and more respectful workplace
environment for all employees.
 Your courage and advocacy play a crucial role in holding perpetrators accountable
and preventing future incidents of sexual harassment.
By seeking support and redressal from the ICC team, employees of CSIR-CSIO can access the
necessary assistance and resources to address incidents of sexual harassment effectively and
ensure their well-being in the workplace.
E). Guidelines for Training and Awareness sessions on the POSH Act by the CSIR-CSIO ICC
team:
1. Mandatory Attendance:
 Sensitization and awareness sessions on sexual harassment prevention are organized
by the ICC of CSIR-CSIO periodically.
 It is mandatory for all employees to attend these sessions to stay informed about their
rights and responsibilities under the POSH Act.
2. Importance of Participation:
 Recognize the importance of participating in training and awareness sessions to
enhance your understanding of sexual harassment prevention and the role of the ICC.
 Your active involvement contributes to creating a culture of respect, equality, and
inclusion in the workplace.

5
3. Topics Covered:
 Training sessions cover various topics, including the definition and types of sexual
harassment, the legal framework of the POSH Act, the role and functions of the ICC,
reporting procedures, and support services available.
 Stay engaged and attentive during the sessions to grasp the information effectively
and apply it to your workplace interactions.
4. Rights and Policies:
 Learn about your rights as an employee under the POSH Act, including the right to a
safe working environment free from sexual harassment.
 Familiarize yourself with CSIR-CSIO's procedures on sexual harassment prevention,
reporting, and redressal.
5. Responsibilities as an Employee:
 Understand your responsibilities in preventing sexual harassment and supporting
colleagues who may experience harassment.
 Respect the personal and professional boundaries of your colleagues and refrain from
engaging in behavior that may be perceived as harassment.
6. Role of the ICC:
 Gain insight into the role and functions of the Internal Complaints Committee (ICC)
in addressing complaints of sexual harassment.
 Learn how to approach the ICC to report incidents of sexual harassment and seek
assistance in resolving workplace conflicts.
7. Reporting Procedures:
 Understand the step-by-step reporting procedures for incidents of sexual harassment,
including whom to approach, how to document the complaint and the confidentiality
measures in place.
 Feel confident in reporting incidents promptly to ensure timely intervention and
resolution.
8. Support Services:
 Be aware of the support services available to employees who experience sexual
harassment, including counseling, legal assistance, and medical support.
 Encourage colleagues to seek help if needed and provide them with information
about available resources.
9. Continuous Learning:
 Recognize that learning about sexual harassment prevention is an ongoing process.
 Stay updated on any changes to the POSH Act or CSIR-CSIO's policies and
procedures through regular communication and follow-up sessions.

6
 10. Feedback and Suggestions:
 Provide feedback and suggestions for improving the content and delivery of training
and awareness sessions to make them more informative, engaging, and relevant to
employees' needs.
 By adhering to these guidelines and actively participating in training and awareness
sessions, employees of CSIR-CSIO can contribute to creating a safer, more
respectful, and inclusive workplace environment for all individuals.
F). Frequently Asked Questions (FAQs): In this section, you may find answers to common questions
about sexual harassment, reporting procedures, and support services.
Q1. What is Sexual Harassment at the Workplace?
Ans. Sexual Harassment is any unwelcome act or behaviour (whether expressed or implied), such as:
-
 Physical contact or advance
 A demand or request for sexual favours
 Making sexually coloured remarks
 Showing pornography
 Any other physical, verbal, or non-verbal conduct of a sexual nature.
Sexual harassment at the workplace can take various forms. It can involve conduct such as:
 unwelcome touching, hugging or kissing
 staring or leering
 suggestive comments or jokes
 unwanted or persistent requests to go out
 intrusive questions about another person’s private life or body
 Deliberately brushing up against someone
 insults or taunts of a sexual nature
 sexually explicit pictures, posters, screen savers, emails, twitters, SMS or instant
messages
 accessing sexually explicit internet sites
 inappropriate advances on social networking sites
 behaviour that would also be an offence under the criminal law, such as physical
assault indecent exposure sexual assault, stalking, or obscene communications.
 implied or explicit promise of preferential treatment in her employment; or
 implied or explicit threat of detrimental treatment in her employment; or
 implied or explicit threat about her present or future employment status; or
interference with her work or creating an intimidating or offensive or hostile work
environment for her; or
 humiliating treatment likely to affect her health or safety.
Q2 How many kinds of sexual harassment at the workplace are there?
Ans. Sexual harassment in workplace is of two kinds:
 Quid pro quo
 Hostile work environment

7
Q3. What is the ‘Quid Pro Quo’ kind of sexual harassment at the workplace?
Ans. Quid pro quo is a Latin term that literally means ‘this for that’.
Quid pro quo sexual harassment means subjecting a woman to unwelcome sexual
advances, requests for sexual favours, and other verbal or physical conduct of a sexual
nature on account of the following:
 To force the woman to agree with such conduct by promising/threatening her
(explicitly or implicitly) preferential/detrimental treatment in her job. For
example: if you agree to accompany me on a study tour, I will give you a
promotion or in case you refuse, I will transfer you to other place.
 Submission to or rejection of such conduct by the woman is used as the basis for
deciding the future course of her job. For example: if you refuse to obey my
demand, I will not renew your contract.
Q4. What is a ‘hostile work environment’ kind of sexual harassment at the workplace?
Ans. Creation of a hostile, intimidating, or offensive work environment to unreasonably interfere
with a woman’s work performance or subject the woman to humiliating treatment likely to affect
her health and safety.
Q5. What is unwelcome sexual conduct?
Ans. Sexual behaviour only becomes sexual harassment at the workplace only if it is unwelcome
to the woman who receives such behaviour.
Q6. Who can complain about sexual harassment at the workplace?
Ans. Any woman above 18 years of age can complain about sexual harassment at the workplace.
Those who are under 18 years of age can lodge an FIR under the Protection of Children from
Sexual Offences Act, 2012.
Q7. Does the act constituting sexual harassment have to exactly occur at the workplace?
Ans. No. The act does not necessarily have to occur at the workplace only. It could occur in any
of the following places:
• Social event organised by an employer,
• During work-related travel,
• At a client or customer’s premises,
• At training events, business lunches or dinners, promotional campaigns, or public
relations events with clients, customers, or prospective partners or
• During work-related phone conversations or communications via electronic media.
Q8. If I am a victim of sexual harassment, what should I do?
Ans. If you feel comfortable in approaching the harasser yourself, you could directly tell the
perpetrator that you find his behaviour unwelcome or inappropriate and ask him not to repeat it.
Or

8
You can approach the Internal Complaints Committee established within your organization under
the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act (the
SH Act), 2013 with a written complaint. Or
In case, your organisation does not have ICC or if you want to make a complaint against the
employer himself, or if you work in the capacity of domestic help, then you can lodge your
complaint with Local Complaints Committee established in your respective district under the SH
Act. Or,
You can contact the nearest police station to lodge an FIR against the perpetrator.
Q9. What is the Internal Complaints Committee (ICC)?
Ans. Every organization must constitute an Internal Complaints Committee (ICC) having the
following members
• Chairperson – Women working at a senior level in the organisation
• 2 Members (at least) – Amongst employees committed to women's issues, have legal
knowledge or experience in social work
• 1 External Member – familiar with issues relating to sexual harassment, or from an
NGO or association committed to the cause of women.
If the organisation has workplaces located at different places or divisions or sub-division levels,
then ICC will be constituted at every workplace.
Q10. What is Local Complaints Committee (LCC)?
Ans. The State Government will notify the District Magistrate/Additional District Magistrate/
Collector/ Deputy Collector as District Officer in every district, who will constitute a Local
Complaints Committee (LCC) to enable women in the unorganised sector or small establishments
to work in an environment free of sexual harassment. The LCC will have the following members:
 Chairperson- Nominated from amongst the eminent women in the field of social work
and committed to the cause of women
 Member- Nominated from amongst the women working in the block, taluka or tehsil or
ward, or municipality in the district
 2 Members- Nominated from amongst such NGO/ associations/persons committed to the
cause of women or familiar with the issues relating to sexual harassment, provided that:
 At least one must be a woman
 At least one must have a background of law or legal knowledge
 Ex Officio member - The concerned officer dealing with social welfare or women and
child development in the district.
Q11. How to locate ICC within your organisation?
Ans. As per the Act, the employer is obligated to display the order constituting ICC at any
conspicuous place in the workplace. However, if this is not done, then one can contact the
employer/head of the department/human resource department to obtain information about the ICC
constituted under the SH Act.

9
Q12. How to locate LCC in a particular district?
Ans. For locating LCC or one of its members, one can adopt following measures:
 Contact the District Officer’s office
 Contact One Stop Centre/Women Helpline (toll free thorugh181, 100, etc.)
functioning in your district/State
 Contact the State Commission for Women
 Contact the State Department of Women and Child Development/department looking
after women issues
Q13. What if ICC/LCC is not constituted in the organisation?
Ans. Non-constitution of Complaints Committee is punishable with a fine of Rs. 50,000/- and
repeat offenders will be punished with cancellation/withdrawal of license/registration required for
carrying on business activities. Non-compliance attracts heavy fines under the Companies Act
2013, which could lead to imprisonment as well. The aggrieved can approach the court to
complain about the same.
Q14. Who can make a complaint?
Ans. • Aggrieved Women Herself, or
o In case of physical incapacity-
 Her relative, Friend, Co-worker, or
 Any person who knows about the incident with the written consent of the
complainant
o In case of a mental incapacity-
 Her relative, Friend, Special educator,
 Qualified psychiatrist or psychologist, Guardian, or authority under whose care
she is receiving treatment or care,
 Any person who knows about the incident jointly with any person mentioned
above
o In case a woman is unable to file a complaint for any other reason, by any person who
knows about the incident with her written consent
o In case of a woman’s death by
 Any person who knows about the incident with the written consent of her legal
heir
 Legal Heir
Q15. How to make a complaint of sexual harassment at the workplace under the SH Act?
Ans. In case, an aggrieved woman is unable to submit a written complaint, the Complaints
Committee will provide her all assistance so that the complaint could be submitted in written
form.
Further, if the Complaints Committee is satisfied, it can extend the time limit for submission of
complaint (not exceeding three months), however the reason for such extension will be recorded
in writing.

10
Q16. What will the Complaints Committee do when a complaint is submitted to it?
Ans. The Complaints Committee (ICC/LCC) will conduct an inquiry into the complaint by
calling all the concerned parties i.e., complainant, respondent [the person(s) against whom
complaint is being made], witnesses etc. Later, on the basis of the testimonies of the concerned
parties and evidences (documentary or otherwise) gathered, the Committee will frame its
findings, which will be shared with the employer.
If the Committee comes to the conclusion that the allegations against the respondent are genuine,
it shall recommend action that needs to be taken by the employer against such person. However,
if the Committee concludes after inquiry that no case is being made against the respondent, it
shall recommend that no action to be taken against the respondent.
Q17 Can the complainant ask for some interim relief during the inquiry from ICC?
Ans. During the inquiry, at the written request of complainant, ICC can provide following interim
reliefs to the complainant:
 Transfer the complainant or respondent to any other place
 Grant leave to the complainant for upto 3 months in addition to her entitled leave
 Restrain the respondent from reporting on the work performance/ writing confidential
report of aggrieved
 Restrain the respondent from supervising academic activities of aggrieved
Q18. What kind of punishment could be awarded under the Act?
Ans. • As prescribed under the Service Rules
• In case service rules do not exist
 Disciplinary action including written apology, reprimand, warning, censure
 withholding of promotion/ pay raise/ increment
 Termination of employment
 Undergo counselling
 Community service
• Deduction from salary for:

 Mental Trauma, pain, suffering, and emotional distress caused

 Medical expenses incurred
 The loss of career opportunity
 The income and financial status of the respondent
• If the amount is not paid it can be recovered as arrear of land revenue
Q19. Is the inquiry under the SH Act has to be completed in a given time frame?
Ans. Yes, the POSH Act envisages a time-bound inquiry that needs to adhere to the following
timelines:

11
Q20. What about maintaining the confidentiality of the cases related to sexual harassment
at the workplace?
Ans. The Act prohibits the disclosure of:
• Identity and address of complainant, respondent, and witnesses
• Information on conciliatory/ inquiry proceedings or recommendation of ICC or
action taken by the employer.
Breach of confidentially will invite a penalty of Rs. 5,000/- which will be collected by the
employer.
Exception: Dissemination of information regarding the justice secured without disclosure of
name, address, identity, and particulars of complainant or witnesses.
Q21. What are the obligations of employer under the SH Act?
Ans. The obligations of employer under the SH Act:
 Formulation of an Anti-Sexual Harassment Policy
 Display within organisations the penal consequences of sexual harassment at places
where it could be viewed by majority of the people
 Create an ICC at each location and display their contact details
 Sensitisation and training of employees and ICC members
 Provide administrative support and monitor timely submission of reports by ICC
 Mention the number of cases filed and disposed of under the SH Act within
organisation’s annual report.
 Help the aggrieved women in registering criminal case, if she so desires.
Q22. Can I register both FIR and lodge complaint with Complaints Committee at the same
time?
Ans. Yes, a woman if she chooses to do so may both file the FIR with the police and complaint
with Complaints Committee simultaneously.
The contents of this document have been sourced from the following:
1. Ministry of Women & Child Development website
(http://www.shebox.nic.in/user/faq).Handbook issued by Ministry of Women &
Child Development.

12
 2. https://en.wikipedia.org/wiki/Sexual_Harassment_of_Women_at_Workplace_(Preve
ntion,_Prohibition_and_Redressal)_Act,_2 013
3. https://www.mondaq.com/india/employee-rights-labourrelations/876830/sexual-
harassment-of-women-at-workplace-abrief-analysis-of-the-posh-act-2013#_ftn
4. https://en.wikipedia.org/wiki/Vishakha_and_others_v_State_of_ Rajasthan
5. https://www.mca.gov.in/Ministry/pdf/companisAccountsRules_ 31072018.pdf
6. Booklet on POSH Act & SDG 5- Tools for Women Empowerment. The Publication
Department on behalf of Women Members Empowerment Committee, The Institute
of Chartered Accountants of India, ICAI Bhawan, Post Box No. 7100, Indraprastha
Marg, New Delhi-110 00. wmec.icai.org, www.icai.org/wp

G. Contacts and Resources for Reporting Sexual Harassment:

Internal Complaints Committee (ICC):
 The Internal Complaints Committee (ICC) is responsible for receiving and addressing
complaints of sexual harassment of women employees in the CSIR-CSIO, Chandigarh.
 Contact the designated members of the ICC to report incidents of sexual harassment
confidentially.
 For any POSH-related queries or complaints, you may contact the CSIR-CSIO ICC posh
cell at the email id: iccposh@csio.res.in
 Internal Complaints Committee (ICC) for complaints of sexual harassment of women
employees at CSIR-CSIO, Sector-30C, Chandigarh as stated below:

Sr. No Name ICC Contact details

Phone number Email id
1 Dr. Inderpreet Kaur Chairman 9780263525 inderpreet@csio.res.in
2 Dr. Dinesh Pankaj Member 9417777367 dineshpankaj@csio.res.in
3 Dr. Amitava Das Member 9876273772 adas@csio.res.in
4 Dr. Aparna Akula Member 9569213045 aparna.akula@csio.res.in
5 Smt. Bandhana Khullar Member 9781877762 bandhana@csio.res.in
6 Dr. Sonali Vatsyayan Member 7206009555 sonalivatsyayan@csio.res.in
7 Prof. Supinder Kaur External Member
8 Ms. Divya Godara Advocate, External Member

13
H. Compliance Acknowledgement:
Sign to acknowledge that you have received and understand the POSH toolkit of CSIR-CSIO,
Sector-30C, Chandigarh, and your obligations under the POSH Act for the institute.
Signature _______________________________________

Name _______________________________________

Designation _______________________________________

Division _______________________________________

Date _______________________________________

14