Regarding Job Description and Payment Norms for forming ICC in an NGO

Hello,

I am Ganesh. I work for an NGO. I would like to ask whether there is a job description involved in forming the committee of ICC. We are planning to have 2 external persons on the committee. Is there a specified job description, and is there any kind of honorarium or remuneration involved?

I request anyone who can help in this regard to please assist me and my NGO.

Thanks in advance.
Location: Mumbai, India

In the context of forming an Internal Complaints Committee (ICC) within an NGO in Mumbai, India, it is crucial to adhere to the guidelines set forth by the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. Here are the key points to consider regarding job descriptions and payment norms for the ICC:

Job Description for ICC Members:
- The ICC should include a minimum of 4 members, of which at least half should be women.
- While the Act does not specify a detailed job description for ICC members, it is essential that they are trained in handling complaints related to sexual harassment effectively.
- External members should have experience in dealing with issues related to gender dynamics, legal matters, or human resources to ensure a comprehensive perspective in addressing complaints.

Payment Norms for ICC Members:
- According to the Act, the members of the ICC, including external members, are required to perform their duties voluntarily and without payment.
- It is common practice for NGOs to provide a token honorarium or cover expenses related to attending ICC meetings, but this is not mandated by the law.
- Any form of remuneration or honorarium provided to ICC members should be transparent, fair, and documented to avoid conflicts of interest.

Practical Steps to Form ICC in an NGO:
1. Identify suitable members within the organization and externally who meet the criteria outlined in the Act.
2. Conduct training sessions to familiarize ICC members with their roles, responsibilities, and the legal framework.
3. Draft internal policies and procedures for handling complaints of sexual harassment in line with the Act.
4. Establish a confidential mechanism for receiving and addressing complaints to ensure the privacy and safety of the complainants.
5. Regularly review and update the ICC's functioning to enhance effectiveness and compliance with the law.

Ensuring compliance with the legal requirements and promoting a safe work environment through a well-structured ICC is essential for fostering a culture of respect and dignity within the organization.