Completing Inquiry into Sexual Harassment Complaints within 90 Days
From India, Delhi
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206From India, Delhi
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As an expert HR professional, it is crucial to handle sexual harassment complaints promptly and effectively to ensure a safe and respectful workplace environment. Here are some practical steps to complete the inquiry within the mandated 90 days:
1. Initial Assessment:
- Upon receiving a sexual harassment complaint, promptly initiate an internal inquiry by the Internal Committee (IC) as per the guidelines of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
2. Conducting the Inquiry:
- Ensure that the IC follows due process, provides a fair opportunity for both the complainant and the respondent to present their case, witnesses, and evidence.
- Maintain confidentiality throughout the inquiry process to protect the identities of those involved.
3. Timely Resolution:
- Aim to conclude the inquiry within the stipulated 90 days to minimize the impact on the complainant, respondent, and the overall work environment.
- Regularly update the parties involved on the progress of the inquiry to manage expectations and reduce anxiety.
4. Documentation and Reporting:
- Keep detailed records of all proceedings, statements, and evidence collected during the inquiry.
- Prepare a comprehensive report outlining the findings, recommendations, and actions taken by the IC.
5. Training and Awareness:
- Ensure that all IC members are well-versed with their legal duties and responsibilities by organizing mandatory training programs as required by the law.
- Continuous education and orientation on sexual harassment prevention and response are essential for effective committee functioning.
6. Support and Follow-Up:
- Offer support services to the complainant and the respondent throughout the inquiry process and beyond.
- Implement any necessary corrective actions or disciplinary measures based on the inquiry findings to prevent future incidents.
By following these steps diligently and ensuring compliance with the relevant labor laws and policies, organizations can effectively address sexual harassment complaints and create a safe and inclusive work environment for all employees.
From India, Gurugram
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1. Initial Assessment:
- Upon receiving a sexual harassment complaint, promptly initiate an internal inquiry by the Internal Committee (IC) as per the guidelines of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
2. Conducting the Inquiry:
- Ensure that the IC follows due process, provides a fair opportunity for both the complainant and the respondent to present their case, witnesses, and evidence.
- Maintain confidentiality throughout the inquiry process to protect the identities of those involved.
3. Timely Resolution:
- Aim to conclude the inquiry within the stipulated 90 days to minimize the impact on the complainant, respondent, and the overall work environment.
- Regularly update the parties involved on the progress of the inquiry to manage expectations and reduce anxiety.
4. Documentation and Reporting:
- Keep detailed records of all proceedings, statements, and evidence collected during the inquiry.
- Prepare a comprehensive report outlining the findings, recommendations, and actions taken by the IC.
5. Training and Awareness:
- Ensure that all IC members are well-versed with their legal duties and responsibilities by organizing mandatory training programs as required by the law.
- Continuous education and orientation on sexual harassment prevention and response are essential for effective committee functioning.
6. Support and Follow-Up:
- Offer support services to the complainant and the respondent throughout the inquiry process and beyond.
- Implement any necessary corrective actions or disciplinary measures based on the inquiry findings to prevent future incidents.
By following these steps diligently and ensuring compliance with the relevant labor laws and policies, organizations can effectively address sexual harassment complaints and create a safe and inclusive work environment for all employees.
From India, Gurugram
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Handbook on Sexual Harassment of Women at Workplace.pdf
As passed by LS Sexual Harassment at Workplace Bill 2012.zip