Dear Seniors,
We have implemented an Anti-Sexual Harassment policy, and I am working as the Presiding Officer of the ICC (Internal Complaint Committee). We have a very safe and encouraging work culture for females; hence, I personally do not see any benefit in having a quarterly meeting of the ICC because no complaints have been received in any meeting. I have been working here for the last 8 years and have found this place to be very safe, disciplined, and professional. As HR, I continuously interact with female employees to ensure they feel comfortable and motivated in the organization, and I am happy to hear their feedback. Our E-Sat surveys also support this. However, as per the law, we have to conduct a quarterly meeting of the ICC, and we have not received a single complaint to date. In such a case, we still have to submit a "No Complaint report" to the District Officer. Please suggest how we can adjust within the system, or we have to continue the same practice. I am finding time as a constraint to have a meeting where we only discuss that there have been no complaints in the last quarter. We could better utilize our time on things that are more important and are pressing needs of the organization. Please suggest what we should do.
Thanks,
Aarchana
From India, Nagpur
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22We have implemented an Anti-Sexual Harassment policy, and I am working as the Presiding Officer of the ICC (Internal Complaint Committee). We have a very safe and encouraging work culture for females; hence, I personally do not see any benefit in having a quarterly meeting of the ICC because no complaints have been received in any meeting. I have been working here for the last 8 years and have found this place to be very safe, disciplined, and professional. As HR, I continuously interact with female employees to ensure they feel comfortable and motivated in the organization, and I am happy to hear their feedback. Our E-Sat surveys also support this. However, as per the law, we have to conduct a quarterly meeting of the ICC, and we have not received a single complaint to date. In such a case, we still have to submit a "No Complaint report" to the District Officer. Please suggest how we can adjust within the system, or we have to continue the same practice. I am finding time as a constraint to have a meeting where we only discuss that there have been no complaints in the last quarter. We could better utilize our time on things that are more important and are pressing needs of the organization. Please suggest what we should do.
Thanks,
Aarchana
From India, Nagpur
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Please note the following with regard to change:
By virtue of Amendment to the Act Notified in the Gazette Notification on 9th May 2016, Extraordinary Part II Section 1 - Second Schedule, the nomenclature was changed to "Internal Committee."
Irrespective of receipt of complaints or not, the committee should meet at scheduled dates and submit a "Nil" return.
From India, New Delhi
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By virtue of Amendment to the Act Notified in the Gazette Notification on 9th May 2016, Extraordinary Part II Section 1 - Second Schedule, the nomenclature was changed to "Internal Committee."
Irrespective of receipt of complaints or not, the committee should meet at scheduled dates and submit a "Nil" return.
From India, New Delhi
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Dear Madam,
If you have received no complaint during the last 8 years, it means your preventive actions are yielding positive results. Keep on keeping on. For legal compliance, quarterly meetings are unavoidable. To cut it short, you may hold conference call meetings and create a suitable record.
Regards,
V.L. Nagarkar
HR Consultant
From India, Mumbai
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If you have received no complaint during the last 8 years, it means your preventive actions are yielding positive results. Keep on keeping on. For legal compliance, quarterly meetings are unavoidable. To cut it short, you may hold conference call meetings and create a suitable record.
Regards,
V.L. Nagarkar
HR Consultant
From India, Mumbai
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Anti Sexual Harassment Policy.doc