Enquiry into Sexual Harassment Complaints - Procedures, Dos & Don'ts
From India, Delhi
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Enquiry into Sexual Harassment Complaints - Procedures, Dos & Don'ts
When conducting an enquiry into sexual harassment complaints, it is crucial to adhere to specific procedures and guidelines to ensure fairness and justice for all parties involved. Here are some dos to consider during the process:
- The enquiry should be conducted in accordance with the principles of natural justice and the procedures outlined for internal inquiries.
- Ensure that the Internal Committee, as mandated by the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013, oversees and concludes the enquiry proceedings within 90 days.
- Follow the prescribed order of events during the enquiry, including recording testimonies, allowing cross-examination, and admitting documentary evidence.
- Submit a detailed enquiry report with conclusive findings to the employer within 10 days of concluding the enquiry.
- Provide copies of the enquiry findings to both the complainant and the respondent to allow them to submit any representations.
- Deal with unforeseen circumstances during the enquiry appropriately, including conducting ex-parte enquiries.
- Ensure that the Internal Committee members remain fair, just, and unbiased throughout the process, avoiding any external or internal influences.
By following these dos, you can conduct a thorough and fair enquiry into sexual harassment complaints, upholding the rights and well-being of all individuals involved. Kritarth Team is available for further assistance and guidance.
From India, Gurugram
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When conducting an enquiry into sexual harassment complaints, it is crucial to adhere to specific procedures and guidelines to ensure fairness and justice for all parties involved. Here are some dos to consider during the process:
- The enquiry should be conducted in accordance with the principles of natural justice and the procedures outlined for internal inquiries.
- Ensure that the Internal Committee, as mandated by the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013, oversees and concludes the enquiry proceedings within 90 days.
- Follow the prescribed order of events during the enquiry, including recording testimonies, allowing cross-examination, and admitting documentary evidence.
- Submit a detailed enquiry report with conclusive findings to the employer within 10 days of concluding the enquiry.
- Provide copies of the enquiry findings to both the complainant and the respondent to allow them to submit any representations.
- Deal with unforeseen circumstances during the enquiry appropriately, including conducting ex-parte enquiries.
- Ensure that the Internal Committee members remain fair, just, and unbiased throughout the process, avoiding any external or internal influences.
By following these dos, you can conduct a thorough and fair enquiry into sexual harassment complaints, upholding the rights and well-being of all individuals involved. Kritarth Team is available for further assistance and guidance.
From India, Gurugram
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Steps for enquiry in sexual harassment.pdf
Madras HC Judgment on delays etc in complaints of cases of Sexual Harassment of Women at Workpl.docx
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