--What if the Employer or Establishment Head Abstains from Initiating Disciplinary Action in Sexual Harassment Complaints Filed by the Aggrieved-Woman?--

In one Case, the Employer or the Established Head delegated with Authority to act as the Appointing Authority, Disciplining Authority & Punishing Authority, abstained from his Duty to initiate Disciplinary Action-Steps as per the Standing Orders applicable to the Employee-Respondent, in the Sexual Harassment Written Complaints Filed by an Aggrieved Woman-Employee in spite of the said Complainant forwarding a Copy of her said SH Complaint addressed to the Presiding Officer of the Internal Committee constituted at her Workplace who, on behalf of IC, constantly followed up with the aforesaid Disciplinary Authority.

Valuable Guidance in dealing with similar imbroglio will enhance the Knowledge and the Know-How of the present & future Internal Committee Members. Wherever the Internal Committee is competent and well-versed with their Legal Duties and capacity to effectively Deal with such imbroglio/ ticklish situation ,No Perpetrator will be More Powerful than the Prey of Perpetrator's Acts & behaviour od Sexual Harassment.
Harsh Kumar Sharan,
Kritarth Consulting Team of Spl Educators

From India, Delhi
Kritarth Consulting
Posh Programs; Hr Management Consultants

IC will not have much to do here except that either of the parties can write to the DO for the non-implementation of the decision of the Committee.
Additionally, as an External Member, we must warn the management of the risk that the management is putting the company in by not implementing the decision of the Committee.
For more information, visit the insights on these topics at www.ungender.in
Pallavi Pareek
Founder, www.ungender.in

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