First thing First, Sir. There is Nothing like ..."Anti Sexual Harassment Committee". The Correct Nomenclature is "Internal Committee" constituted under Section-4 of the SHWW (P,P&R) Act 2013 by Every Employer of Workplace /Organization.
Further, under Section- 6 of the aforesai Act of 2013, Every District Officer shall constitute in the District concerned, a Committee to be known as the “Local Committee” to receive complaints of Sexual Harassment from Establishments where the Internal Committee has not been constituted due to having less than Ten Workers or if the Complaint of Sexual Harassmentis against the Employer himself.
Whether in your Factory or in any other Workplace /Establishment in India, there is No SH Complaint submitted oand received or any points and anq queries from women DOES not do away with the Employer's Liability to "Provide Protection to Women (employed or Not at the concerned Workplace premises) from Sexual Harassment at his/her Workplace/Establishment/Organization"
An Effective way/manner to fulfil the aforesaid Legally-Enforceable Duty of Every Employer in India is by properly and faithfully Co-Creating a Safe and Secure Workplace Where No Woman Shall Be Subjected to Sexual Harassment and in that pursuit effectively Prevent and Prohibit occurence of SH Acts and Monitor Constitution of the IC and other Formal and or Informal Mechanism quick Redressal.
With the Launch of SHe Box- Online Portal,in November 2017, reporting/lodging/registering SH Complaint isbeing facilitated/encouraged.
As far as Records-Keeping is concerned, it goes a long way when the IC holds, at regualr Intervals i.e. its Review Meeting once a Month or Bi-Monthly or Quarterly and takes stock of Ground-Reality", invites HODs and others, Employees as Observers in such Meetings , Make a Minutes for follow-upand Display on Notice Boards for infomation of all of the Fact that the IC, anIndependent Legal Entity is Fully Functional and not just on Paper.
Such Records help when the IC Presiding Officr has to prepare and File the Mandatory Annual Report under Section-21, Rule 14 before the District Officer of the rspective District where the Esta is located in rspect of the Calendar years for example for Calendar Year beginning 2013, 2014, 2015 2016, 2017, and now 2018.
In addition, IC Proceedings Records like Conciliation, Inquiry, Inquiry Reports with Findings, Recommendations for Compensation etc have to be maintained meticulously and in the Safe Custody of the IC PO for future reference or scrutiny by the Judiciary.
Then, under Section-22, the Employer has to incorporate the Data Details of SH C and Workshops rganized for IC Members and Employees (under Sectio-19 Duties of Employers) have to be necessarily preserved and reported in Company's Annual Report
Kritarth Team of Spl Educators
20 Sept 2018
20th September 2018 From India, Delhi
The records of the internal committee must be maintained, whether there is any complaint or not. Therefore, for the record purposes, write who were the members that met, when met (date) etc. Write in the comments section that "no woman employee has submitted a complaint for the period from _____ (date) to ____ (date)." At the bottom of the page, let all the members endorse their signature.
20th September 2018 From India, Bangalore