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How to conduct internal inquiry in sexual harassment complaints or reports" learning session for icc members on how to conduct internal inquiry into sexual harassment complaints or reports " suddenly the inquiry procedures to be followed in accordance with the principles of natural justice have caught managements attention /fancy and gained momentum & importance. the immediate reason is the legal mandate reiterated again by the new law passed in 2013 that internal inquiries into sexual harassment complaints or reports must / ought to be followed in letter and in spirit properly and faithfully. internal complaints committee members nominated as per sexual harassment of woman at workplace pp &r act 2013 are legally required to conduct internal inquiries into s h complaints or reports strictly in accordance with the principles of natural justice and write inquiry reports with their "findings". generally the icc members have not taken any training and are less than competent to conduct the inquiries and often are at a loss as to what are the inquiry procedures laid down for such internal / domestic inquiries what order should be followed during inquiries what is meant by recording the examination and or crossexamination of the complainant the respondent and their respective witnesses or for that matter how to admit the documentary or other forms of evidences. the icc members generally no idea of how to write inquiry reports with their findings and what is a perverse finding. bad inquiry results in judicial review disappointments unwelcome publicity and may amount to dereliction of duty on the part of the concerned icc whose members or members may face their removal from the august legal body/entity. it is therefore important for all employers managements head of institutions to organize training programs for icc members so that they learn and become proficient in discharging their legal duties. it is cost effective for employers/ managements to organize training program on inquiry procedures. the h r personnel will benefit from participating in this program just call kritarth team & place your order for organizing the workshop for your icc & h r managers. kritarth team is also organizing open house workshops on inquiry procedures in bengaluru delhi ncr hyderabad mumbai navi mumbai pune in coming weeks. you have a choice to nominate your icc members to any workshops for a lowest possible investment. these workshops will be conducted by harsh k sharan x l r i alumnus former vphr management faculty. he fulfills the prescribed qualifications & competence of serving as a spl educator posh programs. kritarth team bengaluru office infokritarth.in 91 9560 453 756; 91 9880 299 349 20 october 2015 Anti-sexual harassment committee - how do we get a member from an ngo or association?Hi everyone we are a new organization and are in the process of forming an "internal complaints committeeicc" for compliants pertaining to sexual harassment. the govt has clear cut guidelines on the members of the icc one of which is "one member from amongst nongovernmental organizations or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment." now how do we get a member from an ngo or association? have any of you been involved in the forming of an icc and throw light on this? regards sushant Procedure of conducting inquiry by complaints committee on sexual harassment complaintHi i am a member of an internal complaints committee on sexual harassment in a company. we are in the process of conducting an inquiry. i may please be guided for clearing the following doubts. 1 the complaint has been filed and the respondent submitted the reply. the respondent was given right to have a colleague present his case as his representative. can the same rights be given to the complainant? 2 in the first hearing the complainant is asked to present the case. is this required to be done in the presence of respondent? can she be allowed to present further details regarding complaints made in the original complaint like examples of past incidences supporting the claims made in the complaint ? 3 can the respondent be allowed to cross examine her directly or it has to be done as replying to the statement given by the complainant ? 4 can the icc members cross question the complainant to clarify any doubts ? 5 when is the complainant asked to present her witnesses? can icc cross question the witnesses ? do the witnesses needed to record their statement in presence of respondent ? 6 can the complainant/ respondent be questioned by icc. 7 when the respondent cross examines the complainant do this have to be done as per preapproved by icc questionnaire or he can question whatever he may want ? 8 can icc cross examine witnesses presented by the complainant and respondent 9 please provide the steps of conducting inquiry. thanks Applicability of posh act if all employees are male - only one female for serving tea and refreshmentDear learned professional do the provisions of the posh act applicable an industry having 50 male employees and only one female for serving tea and refreshment and that too on the contractor roll. if yes then in that scenario who would be the presiding officer of the icc as to my knowledge the law necessitates the icc to be headed by senior most female employees in the organization. an expert opinion in the situation would highly be appreciable