Never Too Late to Learn Newer Lesson-5.

--Can Internal Committees, suo moto, start Conciliation or Inquiry Proceedings into Sexual Harassment Complaints?--

No is the Answer. Reasons are recorded below:--

1. Duties of Employers prescribed under Section-19 (i) of SHWW (P,P & R) Act 2013, categorically stipulate that employers Shall Treat Sexual Harassment as Misconduct under the Service Rules applicable to the Employee-Respondent and initiate action for such misconduct reported. Clearly, therefore, the Employer is law-bound to i) inform the Employee-Harasser of the SH Allegations/Complaints filed against her/him, which ii) amount to Misconduct as per Codified Service Rules of the Establishment, for which iii) s/he is liable to Punishment, and therefore v) Advice the Delinquent-Employee to submit her/his Written Explanation/Reply in defence as to Why inevitable Disciplinary Action should not be initiated by Internal Committee constituted at Workplace;

2. Employers, not Internal Committee are the “Disciplining Authority”. Only Employers possess Prerogative, Privilege & Power to proceed with Disciplinary Action-Steps whereas Internal Committees have No such Prerogative or Power for instance a) to issue Show-Cause Notice or a Charge-Sheet or an Explanation-Seeing Letter, and b) enforce & ensure that Written Explanation/Reply is submitted within time limit fixed;

3. Employers, not Internal Committee can* forward or refer the Copies of SH Complaint received along with Explanation Letter received, to the ICs with Letter addressed to ICs to now commence, conduct & conclude necessary IC Proceedings and submit IC Report with Findings and or Recommendations;

4. As per the Employment Contract between the Employer and Employee, only Employer is the Appointing Authority or Punishing Authority or Disciplining Authority, hence can initiate Disciplinary Action whereas the Internal Committees are part & parcel of Redressal Mechanism, as it were, hence devoid of Disciplining Powers.

Thus, the locus standi of the Internal Committee is certainly of an Independent Legal Body/Entity but is not the Disciplining Authority and thus cannot or need not initiate any part or Step of Disciplinary, suo moto, and start Conciliation or Inquiry Proceedings into Sexual Harassment Complaints received by ICs, directly.

Experts Opinion & Views are Welcome for Guidance of present and future Internal Committee Members.

Harsh K Sharan,

Spl Educator PoSH Programs & IC Member (External),

Kritath Consulting Team,

Kritarth Blog:-

1 July 2020

From India, Delhi
HI Harsh K Sharan,

I would like to point out to an exception or clarify further to what you have stated in your post. While the ICC can not initiate conciliation proceedings suo moto, it may initiate conciliation proceedings upon request of the 'aggrieved woman'. Please refer to Section 10, SHWW (P,P & R) Act, 2013:

10. Conciliation.—(1) The Internal Committee or, as the case may be, the Local Committee, may, before initiating an inquiry under section 11 and at the request of the aggrieved woman take steps to settle the matter between her and the respondent through conciliation:

Provided that no monetary settlement shall be made as a basis of conciliation.

(2) Where settlement has been arrived at under sub-section (1), the Internal Committee or the Local Committee, as the case may be, shall record the settlement so arrived and forward the same to the employer or the District Officer to take action as specified in the recommendation.

(3) The Internal Committee or the Local Committee, as the case may be, shall provide the copies of the settlement as recorded under sub-section (2) to the aggrieved woman and the respondent.

(4) Where a settlement is arrived at under sub-section (1), no further inquiry shall be conducted by the Internal Committee or the Local Committee, as the case may be.


Meera Kaura Patel

Partner, LawCircle


From India, Delhi

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply →

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR™

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server