Hi All, I work with the HR Department of a factory in Gujarat. We are looking at setting up an Anti-Sexual Harassment Committee for our organization along with rolling out a policy on the same. Could you please provide suggestions on how to plan for this and how best we can set up the committee and create awareness organization-wide? Thank you very much.
Warm Regards,
Amrita
From India, Vapi
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6Warm Regards,
Amrita
From India, Vapi
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First of all, you have to get approval from the top management to form the committee. Then, you need to establish the policy for the committee, which must include the objectives of the policy. Next, you should select a department-wise list of employees who will be members of this committee and who will also rotate every 6 months or year.
Subsequently, convene the committee for a meeting with a proper agenda. After the meeting, you must prepare the Minutes of Meeting (M.O.M) for the committee to progress further.
If you have any queries, please send an email or contact me.
Regards
From India, Surat
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Subsequently, convene the committee for a meeting with a proper agenda. After the meeting, you must prepare the Minutes of Meeting (M.O.M) for the committee to progress further.
If you have any queries, please send an email or contact me.
Regards
From India, Surat
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There is a full section in the act which deals with the formation of the Committee whose constituents MUST include female staff. You may contact Mr. Vishal at [Phone Number Removed For Privacy Reasons] for detailed discussions.
Regards,
Bhasin
From India, Delhi
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Regards,
Bhasin
From India, Delhi
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Please read the attached file which contains information in detail
From India, Mumbai
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From India, Mumbai
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Composition of the Anti-Sexual Harassment Committee
A minimum of two and a maximum of seven members usually comprise the panel, out of which more than 50% should be female members. The committee should be a redressal forum where the facts and statements should be recorded by all the parties involved (aggrieved and accused), followed by a session of confrontation if required.
Selection and Independence of Committee Members
The committee members should be changed through an internal selection process at regular intervals. The committee should be independent in nature and should not be dominated by any person of authority.
Documentation and Record Keeping
All the complaints received, proceedings conducted, and meetings held should be recorded through MOM (minutes of the meeting) without fail. This will ensure strictness, fair judgment, and will avoid the twisting of facts at any stage.
From India, Gurgaon
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A minimum of two and a maximum of seven members usually comprise the panel, out of which more than 50% should be female members. The committee should be a redressal forum where the facts and statements should be recorded by all the parties involved (aggrieved and accused), followed by a session of confrontation if required.
Selection and Independence of Committee Members
The committee members should be changed through an internal selection process at regular intervals. The committee should be independent in nature and should not be dominated by any person of authority.
Documentation and Record Keeping
All the complaints received, proceedings conducted, and meetings held should be recorded through MOM (minutes of the meeting) without fail. This will ensure strictness, fair judgment, and will avoid the twisting of facts at any stage.
From India, Gurgaon
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Ref: Hon'ble Madras High Court Decision - Sexual Harassment Committee Requirements
Every factory must constitute a sexual harassment committee. The committee should adhere to the following guidelines:
1. The head must be female.
2. Half of the members must be female.
These individuals should have proper knowledge of the matter of sexual harassment.
Regards,
Adv. Rajinder Sharma
Law Officer
[Phone Number Removed For Privacy Reasons]
From India, Ludhiana
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Every factory must constitute a sexual harassment committee. The committee should adhere to the following guidelines:
1. The head must be female.
2. Half of the members must be female.
These individuals should have proper knowledge of the matter of sexual harassment.
Regards,
Adv. Rajinder Sharma
Law Officer
[Phone Number Removed For Privacy Reasons]
From India, Ludhiana
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According to section 1(3) of the Sexual Harassment of Women at Workplace (PP&R) Act, 2013, it shall come into force on such date as the Central Government may, by notification in the official gazette, appoint. Now the question arises: has the Central Government declared the date of its applicability? If yes, then please let us know the date.
Thanks & regards,
R N KHOLA
From India, Delhi
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Thanks & regards,
R N KHOLA
From India, Delhi
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Internal Complaints Committee (ICC) Requirements
On enforcement of the Act of 2013, every employer in the workplace needs to constitute an Internal Complaints Committee (ICC). This committee should consist of one Presiding Officer, a minimum of two members among employees, and one member from an NGO committed to the cause of women or a person familiar with issues relating to sexual harassment.
The Presiding Officer should be a senior-level female employee from the workplace. If a senior-level female employee is not available from the workplace, then a senior-level female employee shall be nominated from other offices, administrative units, or any other workplace of the same employer, department, or organization.
Therefore, a minimum of four members are required to constitute this committee, and half of the members in the committee should be women.
In case any employer fails to constitute this committee (ICC) or contravenes/attempts to contravene/abets contravention of any of the provisions of this Law, there is a fine of up to Rs. 50,000/-.
To my knowledge, there is no mention in the Act anywhere about the requirement of a minimum number of total employees or a minimum number of women employees to form this committee (ICC). However, Government Authorities are insisting on the committee if you have more than 10 employees.
I am attaching a sample of the Notice of the constitution of this committee for your reference.
Regards,
From India, Mumbai
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On enforcement of the Act of 2013, every employer in the workplace needs to constitute an Internal Complaints Committee (ICC). This committee should consist of one Presiding Officer, a minimum of two members among employees, and one member from an NGO committed to the cause of women or a person familiar with issues relating to sexual harassment.
The Presiding Officer should be a senior-level female employee from the workplace. If a senior-level female employee is not available from the workplace, then a senior-level female employee shall be nominated from other offices, administrative units, or any other workplace of the same employer, department, or organization.
Therefore, a minimum of four members are required to constitute this committee, and half of the members in the committee should be women.
In case any employer fails to constitute this committee (ICC) or contravenes/attempts to contravene/abets contravention of any of the provisions of this Law, there is a fine of up to Rs. 50,000/-.
To my knowledge, there is no mention in the Act anywhere about the requirement of a minimum number of total employees or a minimum number of women employees to form this committee (ICC). However, Government Authorities are insisting on the committee if you have more than 10 employees.
I am attaching a sample of the Notice of the constitution of this committee for your reference.
Regards,
From India, Mumbai
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Hi all,
My name is Tilsy, and I work for Jasmin Infotech. I want to know how to implement an Anti-Sexual Harassment Committee in an organization and what are the pros and cons to be followed? Please help.
Thanks and regards,
K. Tilsy Esther
From India, Hyderabad
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My name is Tilsy, and I work for Jasmin Infotech. I want to know how to implement an Anti-Sexual Harassment Committee in an organization and what are the pros and cons to be followed? Please help.
Thanks and regards,
K. Tilsy Esther
From India, Hyderabad
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i want to conduct a meeting on sexual harraseement what point to be consider for MOM
From India, Kolhapur
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From India, Kolhapur
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If any report template for sexual harassment complaints , please do share.
From India, Chennai
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From India, Chennai
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Sexual harassment act.pdf
Anti Sexual Harassment Policy.doc