Do not act in haste over matters pertaining to POSHAW! You need to carefully examine what is written in the complaints; if it narrates a particular incident that happened; you may take it as a formal complaint and let the IC investigate the matter.
However, if the complaints are only naming one person; you may want to keep a strict eye on that person. A complaint without an incident can not be accepted as a complaint.
7th March 2019 From India, Delhi
we can able to terminate that employee with this proof(printout) . what is the legal procedure
7th March 2019 From India, Chennai
Every Employer or Establishment who/which employs Ten and more Workers/Person on Muster Rolls must constitute the Internal Committee or in Establishment without an IC constituted, the SH Complaint Must be forwarded to the Local Cpmmittee notified under Section-5.
8.3.19 Bluru Office
8th March 2019 From India, Delhi
You can not proceed further unless the complaint giving full facts like date, time place of incident and what is the nature of sexual harassment is received from the complainant.
It is futile to take any view at this stage when facts are unknown.
8th March 2019 From India, Mumbai
The action can only be intiated aginst the employee after you have sufficient clues,proof & information on misconduct under SH at work place. You can terminate that employee after conducting an inqiry but complainant should come forward because her testimony will be weapon to act upon. Now to create awareness and building of confidence you come out with a circular: that management is serious to act extreme aginst the culprit on identity of the complainnant and names shall be kept secret.
9th March 2019 From India, Mumbai
My question is in that case many times lady employees don't hv any evidence for culprit person.
so how we solve this type of matter
2nd April 2019 From India, Mumbai
Sir, can you give 1 example for better understanding.
i am really grateful to you
4th April 2019 From India, Mumbai