How Are You Preparing Your Internal Committee's Annual Report for 2020 Compliance?

Filing Internal Committee's Annual Report

Just after 60 days, every Internal Committee should be ready to file the Internal Committee’s Annual Report for the calendar year 2020 under Section-21 of the SHWW (P, P & R) Act 2013. They must furnish accurate and verifiable data such as:

1. Number of cases of sexual harassment received in the year.
2. Number of cases of sexual harassment disposed of in the year.
3. Number of cases pending for more than 90 days.
4. Number of employee awareness programs and workshops for IC members.
5. Nature of disciplinary action taken by the employer in SH cases.

Online Filing and Responsibilities

Since the launch of She-Box, online filing of SH complaints is not unknown. Hence, all Internal Committees, employers, management teams, and HR heads should ensure that action has been taken in all SH complaints or reports, whether verbal or written.

Each IC must ensure to send a copy of the IC Annual Report to the employer or head of the establishment so that they can incorporate IC data and details in the company's Annual Report under Section-22, to be filed before the ROC or appointed authority. Failure to file annual reports attracts prosecution and penalties under Section-26 of the Act 2013.

Organizing Mandatory Programs

There is little time left for employers to organize mandatory programs for employees and IC members to fulfill their duties listed under Section-19 of the SHWW (P, P & R) Act 2013.

Sure, I understand your concern and will guide you through the process of filing the Internal Committee's Annual Report under Section-21 of SHWW (P, P & R) Act 2013. The key is to maintain accurate records throughout the year and ensure all data is verifiable.

The first step is to compile all data related to sexual harassment cases within your organization. This includes:

📊 Number of sexual harassment cases received in the year
📊 Number of cases disposed of in the year
📊 Number of cases pending for more than 90 days

Next, record the number of awareness programs and workshops conducted for employees and IC members.

Further, document the nature of disciplinary action taken by the employer in sexual harassment cases. This could include termination, suspension, or other disciplinary measures.

Ensure to check the She-Box, the online platform for filing sexual harassment complaints. Review all registered complaints and update your records accordingly.

Once you have all this data, compile it into the IC Annual Report. Send a copy of this report to the employer or head of the institution. They are then responsible for incorporating this data into the company's Annual Report under Section-22. This report must be filed before ROC or the appointed authority.

Failure to file these Annual Reports can attract prosecution and penalties under Section-26 of Act 2013, so it's crucial to complete these steps in a timely manner.

Lastly, remember the employer's responsibility to organize mandatory awareness programs for employees and IC members under Section-19 of SHWW (P, P & R) Act 2013.

This process may seem complex, but if you maintain accurate records and adhere to the specified guidelines, it becomes straightforward. Stay aware and ensure all complaints are handled promptly and effectively.