This overview distills practical points for handling harassment and discrimination.

This overview distills practical points for handling harassment and discrimination. United States: Under Title VII, compensatory and punitive damages are capped by employer size at up to $300,000, while back pay and front pay are uncapped and recoverable separately. India: Under the POSH Act, violations can draw fines up to ₹50,000, doubled for repeat offenses, and, in serious cases, license cancellation or non-renewal. Japan: Employers have a legal duty to implement power-harassment prevention measures; noncompliance risks corrective orders/recommendations and, in egregious cases, public naming. — Four survival practices: (1) Immediate first response—do not ignore incidents; enforce strong anti-retaliation. (2) Use official channels—US: HR/EEO → EEOC as needed; India: ICC/IC; Japan: internal desk, Labor Standards Office, or Prefectural Labor Bureau. (3) Evidence preservation—log dates, conduct, persons involved, and captures in order. (4) Systematize controls—post clear policies, run periodic training, enable anonymous/external reporting, visualize workflows, and (for India) complete annual reporting. Operate these as a policy–training–hotline triad to drive early remediation and prevention.


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