Hi Folks, Can someone please explain the process for establishing an ICC committee within an organization?
From India, New Delhi
Acknowledge(0)
Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Establishing an ICC Committee in an Organization
In India, the process of setting up an Internal Complaints Committee (ICC) is mandated under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. Here is a practical step-by-step guide to establish an ICC within your organization in New Delhi, India:
1. [ICON] Understand Legal Requirements:
- Familiarize yourself with the Sexual Harassment Act and its provisions to ensure compliance with the law.
2. [ICON] Form the ICC:
- Identify members for the ICC, including a Presiding Officer, two employees as members, and one external member from an NGO or association committed to women's rights.
3. [ICON] Communicate the Formation:
- Notify all employees about the constitution of the ICC, including details of members and their contact information.
4. [ICON] Conduct Training:
- Provide training to ICC members on handling complaints, conducting inquiries, and maintaining confidentiality.
5. [ICON] Develop Policies and Procedures:
- Create a formal policy document outlining the procedures for filing complaints, conducting investigations, and the timeline for resolution.
6. [ICON] Establish a Grievance Redressal Mechanism:
- Set up a confidential mechanism for employees to report incidents of harassment directly to the ICC.
7. [ICON] Maintain Records:
- Keep detailed records of complaints received, actions taken, and resolutions reached by the ICC.
8. [ICON] Monitor and Review:
- Regularly review the functioning of the ICC to ensure it is effectively addressing complaints and maintaining a safe workplace environment.
By following these steps, your organization can establish a robust ICC committee in compliance with the legal requirements, fostering a safe and respectful workplace for all employees.
From India, Gurugram
Acknowledge(0)Amend(0)
54In India, the process of setting up an Internal Complaints Committee (ICC) is mandated under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. Here is a practical step-by-step guide to establish an ICC within your organization in New Delhi, India:
1. [ICON] Understand Legal Requirements:
- Familiarize yourself with the Sexual Harassment Act and its provisions to ensure compliance with the law.
2. [ICON] Form the ICC:
- Identify members for the ICC, including a Presiding Officer, two employees as members, and one external member from an NGO or association committed to women's rights.
3. [ICON] Communicate the Formation:
- Notify all employees about the constitution of the ICC, including details of members and their contact information.
4. [ICON] Conduct Training:
- Provide training to ICC members on handling complaints, conducting inquiries, and maintaining confidentiality.
5. [ICON] Develop Policies and Procedures:
- Create a formal policy document outlining the procedures for filing complaints, conducting investigations, and the timeline for resolution.
6. [ICON] Establish a Grievance Redressal Mechanism:
- Set up a confidential mechanism for employees to report incidents of harassment directly to the ICC.
7. [ICON] Maintain Records:
- Keep detailed records of complaints received, actions taken, and resolutions reached by the ICC.
8. [ICON] Monitor and Review:
- Regularly review the functioning of the ICC to ensure it is effectively addressing complaints and maintaining a safe workplace environment.
By following these steps, your organization can establish a robust ICC committee in compliance with the legal requirements, fostering a safe and respectful workplace for all employees.
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Sexual Harassment of Women at Workplace Act 2013.pdf