************************* Point-to-Ponder ********************
" What are the Minimum Requisite Documents, Internal Committees Need to begin their IC Proceedings namely Conciliation or Inquiry into Sexual Harassment Complaints?"
The Internal Committees are Created for time-bound Redressal of any and all Sexual Harassment of Women at Workplace Complaints, and therefore;
No sooner any SH Complaint if reported and or Received, the Employer of the Workplace Establishment Premises Must forthwith Initiate Disciplinary Action-Steps as per the Codified Service Rules or Certified Standing Orders applicable to the Employee against whom the said allegations/ Complaint is are leveled:
Disciplinary Action-Steps:--
1. Issue a Charge-Sheet or Explanation -seeking Letter or Show-Cause Notice informing the Delinquent Employees of the allegations and advising/ asking her/him to submit a written reply/ Explanation Letter in defense within stipulated Time Limit'
3. On receipt of Written Explanation/ Reply in defense from the Employee-Respondent; and then
The Employer or Heads of Institutions/ Workplace Establishment Premises, Must forward, to the Internal Committee Presiding Officer abovementioned two documents to commence their Proceedings and submit their Report with Findings;
so that the Employer/ Disciplinary Authority shall coder and decide on Quantum of Punishment or condonation;
PoSH Advisors, Experts, Enablers, and Consultants are Welcome to share their Comments, if any;
Harsh Kumar Sharan,
XLRI Alumnus,
For Kritarth Consulting Pvt Ltd.
Former Employee Tata Steel Jamshedpur Plant
Human Relation Management Purists
hksharan@kritarth.in...//shakti@kritarth.in / 9660453756
10th August 2022;
Blog) https://holistichr.blogspot. com
From India, Delhi
200" What are the Minimum Requisite Documents, Internal Committees Need to begin their IC Proceedings namely Conciliation or Inquiry into Sexual Harassment Complaints?"
The Internal Committees are Created for time-bound Redressal of any and all Sexual Harassment of Women at Workplace Complaints, and therefore;
No sooner any SH Complaint if reported and or Received, the Employer of the Workplace Establishment Premises Must forthwith Initiate Disciplinary Action-Steps as per the Codified Service Rules or Certified Standing Orders applicable to the Employee against whom the said allegations/ Complaint is are leveled:
Disciplinary Action-Steps:--
1. Issue a Charge-Sheet or Explanation -seeking Letter or Show-Cause Notice informing the Delinquent Employees of the allegations and advising/ asking her/him to submit a written reply/ Explanation Letter in defense within stipulated Time Limit'
3. On receipt of Written Explanation/ Reply in defense from the Employee-Respondent; and then
The Employer or Heads of Institutions/ Workplace Establishment Premises, Must forward, to the Internal Committee Presiding Officer abovementioned two documents to commence their Proceedings and submit their Report with Findings;
so that the Employer/ Disciplinary Authority shall coder and decide on Quantum of Punishment or condonation;
PoSH Advisors, Experts, Enablers, and Consultants are Welcome to share their Comments, if any;
Harsh Kumar Sharan,
XLRI Alumnus,
For Kritarth Consulting Pvt Ltd.
Former Employee Tata Steel Jamshedpur Plant
Human Relation Management Purists
hksharan@kritarth.in...//shakti@kritarth.in / 9660453756
10th August 2022;
Blog) https://holistichr.blogspot. com
From India, Delhi
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Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013.pdf