{"id":57160,"date":"2023-05-25T16:06:45","date_gmt":"2023-05-25T10:36:45","guid":{"rendered":"https:\/\/corpbiz.io\/learning\/?p=57160"},"modified":"2023-07-15T14:42:41","modified_gmt":"2023-07-15T09:12:41","slug":"what-is-posh-the-law-against-sexual-harassment-in-india","status":"publish","type":"post","link":"https:\/\/corpbiz.io\/learning\/what-is-posh-the-law-against-sexual-harassment-in-india\/","title":{"rendered":"What Is POSH, the Law against Sexual Harassment in India?"},"content":{"rendered":"\n<p>The Prevention of Sexual Harassment of Women at\nWorkplace Act, 2013, was enacted to stop the sexual persecution of women in the\nworkplace and provide a mechanism for redressing complaints related to sexual\nharassment. The Act has been enforced since December 9, 2013. The Act makes it\nmandatory for all organizations, private or public, to have an Internal\nComplaints Committee (ICC) at each workplace or district level that a woman may\nmake a complaint against an act of sexual harassment.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Page Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/corpbiz.io\/learning\/what-is-posh-the-law-against-sexual-harassment-in-india\/#POSH_the_Law_against_Sexual_Harassment_in_India\" >POSH, the Law against Sexual Harassment in India<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/corpbiz.io\/learning\/what-is-posh-the-law-against-sexual-harassment-in-india\/#The_History_and_Growth_of_Prevention_of_Sexual_Harassment_POSH_of_Women_at_Workplace_Act_2013\" >The History and Growth of Prevention of Sexual Harassment (POSH) of Women at Workplace Act, 2013<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/corpbiz.io\/learning\/what-is-posh-the-law-against-sexual-harassment-in-india\/#The_Important_Provisions_of_the_Act\" >The Important Provisions of the Act<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/corpbiz.io\/learning\/what-is-posh-the-law-against-sexual-harassment-in-india\/#Advantages_of_the_Act\" >Advantages of the Act<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/corpbiz.io\/learning\/what-is-posh-the-law-against-sexual-harassment-in-india\/#Limitations_of_the_Act\" >Limitations of the Act<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/corpbiz.io\/learning\/what-is-posh-the-law-against-sexual-harassment-in-india\/#Case_Laws_in_India_Relating_to_the_Prevention_of_Sexual_Harassment_of_Women_at_Workplace_Act_2013\" >Case Laws in India Relating to the Prevention of Sexual Harassment of Women at Workplace Act, 2013<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/corpbiz.io\/learning\/what-is-posh-the-law-against-sexual-harassment-in-india\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"POSH_the_Law_against_Sexual_Harassment_in_India\"><\/span>POSH, the Law against Sexual Harassment in India<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The law defines sexual harassment as any unwelcome\nverbal, non-verbal, or physical conduct of a sexual nature that interferes with\nthe woman&#8217;s work performance or creates an intimidating, hostile, or offensive\nwork environment for her. The definition of sexual harassment includes any\ngender-based harassment that may affect the dignity of women in the workplace.<\/p>\n\n\n\n<p>POSH applies to all workplaces across India, including\nfactories, shops, offices, and any place an employee visits during her\nemployment. The law also covers working women hired on a temporary, permanent,\nor contractual basis and interns, volunteers, and apprentices.<\/p>\n\n\n\n<p>The law mandates appointing an Internal Complaints\nCommittee (ICC) at every workplace with ten or more employees. The ICC is\nresponsible for receiving complaints on sexual harassment, addressing complaints,\ninitiating inquiries, and recommending action to the employer.<\/p>\n\n\n\n<p>The law also requires employers to undertake awareness\nprograms and mandatory training for all employees on matters related to sexual\nharassment. Employers are also liable for any act of sexual harassment\ncommitted by their employees, and non-success to comply with the law can result\nin penal action against the employer.<\/p>\n\n\n\n<p>POSH provides a safe environment for women employees\nto work in and helps create a work culture free from harassment. The law has\ntaken significant steps toward gender equality and is a milestone in the fight\nagainst sexual harassment in the workplace.<\/p>\n\n\n\n<p>However, implementing the law in India is still a\nsignificant challenge. Many organizations fail to comply with the provisions of\nthe law, and women are hesitant to come forward and file complaints due to fear\nof retaliation.<\/p>\n\n\n\n<p>The law also limits its scope to only women and needs\nto broaden its scope to include all genders. Moreover, there is a need to\nensure that the ICC handling complaints is diverse and has adequate\nrepresentation from different sections of society.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"The_History_and_Growth_of_Prevention_of_Sexual_Harassment_POSH_of_Women_at_Workplace_Act_2013\"><\/span>The History and Growth of Prevention of Sexual Harassment (POSH) of Women at Workplace Act, 2013<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The Prevention of Sexual Harassment (POSH) of Women at Workplace Act, 2013, was enacted by the Indian Parliament in April 2013 in response to increasing reports of sexual harassment in the workplace. The Act aimed to provide a legal framework for preventing sexual harassment of women in all public and private workplaces and to ensure that women could work in an environment free from sexual harassment and abuse.<\/p>\n\n\n\n<p>The Act resulted from several years of advocacy by women&#8217;s groups, NGOs, and human rights organizations demanding stronger legal protections against <strong><a href=\"https:\/\/corpbiz.io\/sexual-harassment-at-workplace\">sexual harassment in the workplace<\/a><\/strong>. These groups argued that existing laws did not provide adequate protection against sexual harassment and that women often faced harassment and discrimination in the workplace without recourse.<\/p>\n\n\n\n<p>The Act defined sexual harassment broadly to include\nphysical acts and verbal or non-verbal conduct that is sexual and creates an\nintimidating, hostile, or offensive work environment for women. The Act also\nintroduced mandatory training for employees to raise awareness about sexual\nharassment at the workplace and established an internal complaints committee\n(ICC) to investigate complaints of sexual harassment.<\/p>\n\n\n\n<p>The Act also mandates that an aggrieved woman may make\na complaint to the ICC within three months of the incident, and the ICC must\ncomplete its inquiry within 90 days. It further prescribes that employers found\nguilty of not obeying the legal provisions of the Act will be penalized with a\nfine of up to Rs.50,000.<\/p>\n\n\n\n<p>Since its enactment, the Act has faced several\nchallenges in implementation, with many employers failing to establish ICCs and\ntraining their employees on issues related to sexual harassment. Nevertheless,\nthe Act has been a significant step forward in protecting women&#8217;s rights in the\nworkplace. Many women have come forward to report incidents of sexual\nharassment and seek redress under the Act. The government has also taken steps\nto enforce compliance with the Act. There have been several high-profile cases\nwhere employers have been penalized or prosecuted for failing to comply with\nits provisions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"The_Important_Provisions_of_the_Act\"><\/span>The Important Provisions of the Act<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ul>\n<li><strong>Definition of Sexual Harassment<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The Act defines sexual harassment as uninvited\nsexually set-on behaviour such as physical contact and advances, demanding or\nrequesting sexual favours, making sexually coloured remarks, showing\npornography, or other similar conduct.<\/p>\n\n\n\n<ul>\n<li><strong>Employer\u2019s Responsibility<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The Act stipulates that employers must take measures\nto prevent sexual harassment in the workplace, establish and implement a policy\nagainst sexual harassment, and form an Internal Complaints Committee (ICC) to\naddress complaints of sexual harassment.<\/p>\n\n\n\n<ul>\n<li><strong>Internal Complaints Committee<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The Act requires organizations employing ten or more\nemployees to constitute an ICC in every office or branch. The ICC is\nresponsible for receiving and addressing complaints of sexual harassment,\nconducting an inquiry, and recommending action against the offender.<\/p>\n\n\n\n<ul>\n<li><strong>Complaint Mechanism<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The Act provides for a complaint mechanism for victims\nof sexual harassment. The victim can report the incident of sexual harassment\nto the ICC, Local Committee, or District Officer. The Act ensures the confidentiality\nof proceedings and guilty persons are punished.<\/p>\n\n\n\n<ul>\n<li><strong>Punishment and Compensation<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The guilty person shall be punished with imprisonment\nfor a term not less than three years or with a fine or with both. The Act also\ngives compensation to the victim, which can be monetary or non-monetary.<\/p>\n\n\n\n<ul>\n<li><strong>Mandatory Training<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The Act mandates that employers conduct regular\nawareness programs and training sessions for employees to prevent sexual\nharassment in the workplace.<\/p>\n\n\n\n<ul>\n<li><strong>Third-party Harassment<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The Act also prohibits third-party harassment, which\nis harassment by someone who is not an employee of the organization, such as a\ncustomer, supplier, or contractor.<\/p>\n\n\n\n<ul>\n<li><strong>Time Limit<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The Act requires that the inquiry into the complaint\nof Sexual harassment be concluded within 90 days from the date of receipt of\nthe statement of complaint.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Advantages_of_the_Act\"><\/span>Advantages of the Act<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table table table-bordered\"><table><tbody><tr><td>\n  &nbsp;\n  <strong>Advantages<\/strong>\n  &nbsp;\n  <\/td><td>\n  &nbsp;\n  <strong>Explanation<\/strong>\n  <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Prevention of sexual harassment\n  &nbsp;\n  <\/td><td>   &nbsp;   The Act aims to prevent sexual harassment of women in the workplace.   &nbsp;   <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Promotes a safe and healthy work \n  environment\n  &nbsp;\n  <\/td><td>   &nbsp;   It promotes a secure and healthy work environment for women by prohibiting harassment.   &nbsp;   <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Legal protection\n  &nbsp;\n  <\/td><td>   &nbsp;   The Act provides legal protection to women against sexual harassment in the workplace.   &nbsp;   <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Redressal mechanism\n  &nbsp;\n  &nbsp;\n  <\/td><td>   &nbsp;   The Act provides for redressal procedures for complaints of sexual harassment and ensures effective investigation and resolution of complaints.   &nbsp;   <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Mandatory requirement\n  &nbsp;\n  <\/td><td>   &nbsp;   The Act has made it mandatory for private and public organizations to set up an Internal Complaints Committee   (ICC) to investigate sexual harassment complaints.   &nbsp;   <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Awareness\n  &nbsp;\n  &nbsp;\n  <\/td><td>   &nbsp;   The Act has generated awareness of sexual harassment and sensitized the public on the issue of women\u2019s rights in the workplace.   &nbsp;   <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Limitations_of_the_Act\"><\/span>Limitations of the Act<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table table table-bordered\"><table><tbody><tr><td>\n  <strong>Limitations<\/strong>\n  &nbsp;\n  <\/td><td>\n  <strong>Explanation<\/strong>\n  <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Awareness of the Act\n  &nbsp;\n  <\/td><td>   &nbsp;   Not all employees know the Act&#8217;s provisions, and some may not know they have a right to file a complaint.   &nbsp;   <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Lack of adequate training\n  &nbsp;\n  &nbsp;\n  <\/td><td>   &nbsp;   There is a need for more trained personnel to run and manage ICCs, which can result in delays in resolving complaints.    <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Complaints\n  &nbsp;\n  <\/td><td>\n  &nbsp;\n  Some women may hesitate to file a\n  complaint of harassment due to fear of retaliation or victimization.\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  Limited coverage\n  &nbsp;\n  &nbsp;\n  <\/td><td>   &nbsp;   The Act only covers sexual harassment in the workplace. It does not address harassment outside the workplace or other forms of harassment and discrimination.   &nbsp;   <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  No punishment for false complaints\n  &nbsp;\n  &nbsp;\n  <\/td><td>   &nbsp;   The Act does not have provisions to punish those who file false complaints. False allegations can harm the reputation and career prospects of the accused.   &nbsp;   <\/td><\/tr><tr><td>\n  &nbsp;\n  &nbsp;\n  No provision for men\n  &nbsp;\n  <\/td><td>   &nbsp;   The Act only addresses sexual harassment against women and does not have provisions for men who may experience harassment or discrimination.   &nbsp;   <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Case_Laws_in_India_Relating_to_the_Prevention_of_Sexual_Harassment_of_Women_at_Workplace_Act_2013\"><\/span>Case Laws in India Relating to the Prevention of Sexual Harassment of Women at Workplace Act, 2013<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>POSH stands for <strong>the Prevention of Sexual Harassment of Women at Workplace\nAct, 2013<\/strong><sup><a href=\"https:\/\/www.indiacode.nic.in\/bitstream\/123456789\/2104\/1\/A2013-14.pdf\"><strong>[1]<\/strong><\/a><\/sup>. It is a comprehensive law that aims to provide a safe\nenvironment for women employees and prevent sexual harassment against them.<\/p>\n\n\n\n<p>The Act came into force, there have been several cases\nwhere it has been invoked, some of which are:<\/p>\n\n\n\n<ul>\n<li><strong>Vishakha and others vs State of Rajasthan and others<\/strong><\/li>\n<\/ul>\n\n\n\n<p>The landmark case of Vishakha and others vs the State of Rajasthan and others paved the way for the enactment of the Prevention of Sexual Harassment (POSH) of Women at Workplace Act, 2013. In the case, the Supreme Court decided that sexual harassment of women violates the fundamental right to life and liberty and is a form of gender-based discrimination. The Court further laid down guidelines to be followed by all employers until suitable legislation on the subject is enacted. These guidelines are now enshrined in the Act.<\/p>\n\n\n\n<ul>\n<li><strong>The Tata Memorial Center vs. Smt. Renuka Singha<\/strong><\/li>\n<\/ul>\n\n\n\n<p>In this case, the complainant, an employee of the Tata\nMemorial Center, alleged that her employer had directed her to attend a dinner\nwith a senior staff member, where she was subjected to inappropriate and\nsexually explicit advances. The ICC constituted at the Tata Memorial Center\nfound the accused employee guilty of sexual harassment and ordered his transfer\nto a different department. The accused appealed to the High Court, which upheld\nthe decision of the ICC.<\/p>\n\n\n\n<ul>\n<li><strong>Nuziveedu Seeds Limited vs Punjab National Bank Officers Association<\/strong><\/li>\n<\/ul>\n\n\n\n<p>In this case, a woman employee of Nuziveedu Seeds\nLimited filed a complaint of sexual harassment against one of her colleagues.\nThe ICC constituted at the workplace found the accused employee guilty of\nsexual harassment and ordered his termination. The accused employee approached\nthe High Court, which upheld the decision of the ICC.<\/p>\n\n\n\n<ul>\n<li><strong>Allied Motions India Pvt. Ltd. vs State of Kerala and others<\/strong><\/li>\n<\/ul>\n\n\n\n<p>In this case, the complainant, an Allied Motions India\nPvt. Ltd. employee, alleged that she was subjected to sexual harassment by her\nsupervisor. She filed a complaint with the ICC constituted at the workplace.\nThe ICC found the accused guilty of sexual harassment and ordered his transfer\nto a different department. The accused appealed to the High Court, which upheld\nthe decision of the ICC.<\/p>\n\n\n\n<ul>\n<li><strong>Anand Kumar Bajaj vs. Smt. Shilpa Kukreja<\/strong><\/li>\n<\/ul>\n\n\n\n<p>In this case, the accused was a company director and\nwas alleged to have made sexually explicit remarks to the complainant, an\nemployee. The ICC constituted at the workplace found the accused guilty of\nsexual harassment and ordered his removal from the post of director. The\naccused appealed to the High Court, which upheld the decision of the ICC.<\/p>\n\n\n\n<p>Thus, the Prevention of Sexual Harassment (POSH) of Women at Workplace Act, 2013, is an important legislation that aims to provide a safe and harassment-free workplace for women. The Act has been invoked in several cases since it came into force, and the courts have been proactive in upholding the provisions of the Act. All employers need to comply with the Act&#8217;s provisions to ensure their employee&#8217;s safety and well-being.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>In conclusion, POSH is an essential law that seeks to protect women employees from sexual harassment in the workplace. It requires proactive measures from employers to create a work environment that is free from harassment and acts as a deterrent to sexual harassers. The law also prohibits retaliation against complainants and mandates strict action against the guilty. However, its implementation needs to be strengthened for it to be more effective, and it needs to broaden its scope to include all genders.<\/p>\n\n\n\n<p class=\"text-left\"><b>Read Our Article<\/b>: <mark style=\"background: #fffd03 !important;\"><a href=\"https:\/\/corpbiz.io\/learning\/preventing-and-responding-to-sexual-harassment\/\">Preventing And Responding To Sexual Harassment<\/a><\/mark><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The Prevention of Sexual Harassment of Women at Workplace Act, 2013, was enacted to stop the sexual persecution of women in the workplace and provide a mechanism for redressing complaints related to sexual harassment. The Act has been enforced since December 9, 2013. The Act makes it mandatory for all organizations, private or public, to [&hellip;]<\/p>\n","protected":false},"author":76,"featured_media":57190,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[272],"tags":[3671],"acf":{"service_id":"794"},"authorName":"Anju S Nair","authorImageUrl":"https:\/\/corpbiz.io\/learning\/wp-content\/uploads\/2023\/04\/MicrosoftTeams-image-35.jpg","authorDescription":"Anju S Nair is a final year law student at Al-Azhar Law College, Kerala. She was post graduated in English Language and Literature from Mahatma Gandhi University. She was awarded the Certificate of Achievement in Women's Leadership from Career Development College in London. She worked as a research intern at the All India Human Rights Association (AIHRA) and as a legal intern at the Chambers of Senior Advocate Pradeep Rai, Vice President of the Supreme Court Bar Association. She is a hardworking and dedicated person whose area of interest lies in corporate law.","postViews":2993,"readingTime":7,"_links":{"self":[{"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/posts\/57160"}],"collection":[{"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/users\/76"}],"replies":[{"embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/comments?post=57160"}],"version-history":[{"count":3,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/posts\/57160\/revisions"}],"predecessor-version":[{"id":58851,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/posts\/57160\/revisions\/58851"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/media\/57190"}],"wp:attachment":[{"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/media?parent=57160"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/categories?post=57160"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/tags?post=57160"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}