Medical Dermatology
Sexual harassment at the workplace requires immediate, confidential, and legally compliant response. As a leading advocate in Gurgaon experienced in workplace law, Chambers of Keshav Mehra provides organizations and individuals with guidance on POSH (Prevention of Sexual Harassment) compliance under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, including internal committee advice, investigation support, and remedial action planning.
The chamber’s POSH advisory combines legal compliance expertise with sensitivity to workplace dynamics. Keshav Mehra advises organizations on establishing compliant internal committees, implementing grievance procedures, and conducting credible investigations. For individuals, both complainants and respondents, the chamber provides representation during internal proceedings and counsel on external remedies where appropriate.
Chambers of Keshav Mehra approaches POSH matters with both legal precision and workplace sensitivity. The chamber understands that credible investigations require fair procedure, neutral fact-finding, and documented evidence; POSH compliance protects organizations while ensuring justice for complainants. Keshav Mehra advises on creating investigation frameworks that withstand external scrutiny from civil courts to labor boards while maintaining procedural fairness. The chambers brings both legal rigor and practical judgment to POSH advisory, helping organizations navigate sensitive matters without regulatory exposure.
The complaint should be handled through the legally prescribed process, with appropriate attention to jurisdiction, confidentiality, documentation, and the functioning of the Internal Committee.
The role of legal representation during an Internal Committee inquiry depends on the applicable procedure and circumstances. Legal counsel can, however, advise a complainant or respondent on their rights and strategy.
A fair process, neutral fact-finding, proper documentation, an opportunity for the concerned parties to present their case, and adherence to applicable statutory requirements are central to a credible inquiry.
Yes. Depending on the allegations and circumstances, separate legal or criminal remedies may be available in addition to the internal workplace process.
A properly documented record of complaints, responses, evidence, proceedings, and findings helps demonstrate that the matter was handled through a fair and legally compliant process.
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