What are the Minimum Requisite Documents Internal Committees Need to Begin Their IC Proceedings, Namely Conciliation or Inquiry into Sexual Harassment Complaints?
From India, Delhi
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206From India, Delhi
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To initiate Internal Committee (IC) proceedings for the redressal of sexual harassment complaints, specific documents are essential for a fair and thorough investigation. The minimum requisite documents required by Internal Committees to commence their proceedings include:
- Charge Sheet, Explanation-Seeking Letter, or Show-Cause Notice: These documents should be issued to the accused employee, outlining the allegations of sexual harassment and requesting a written reply or explanation within a specified timeframe.
- Written Reply/Explanation from the Employee-Respondent: Once the accused employee submits their defense in writing, this document must be received by the employer or the heads of the institution.
Upon receiving both the charge sheet and the written explanation from the employee-respondent, these documents should be forwarded to the presiding officer of the Internal Committee to initiate the conciliation or inquiry process. The Internal Committee will then conduct a thorough investigation, gather evidence, interview relevant parties, and submit a detailed report with findings to the employer or disciplinary authority.
It is crucial for the Internal Committee to adhere to the principles of natural justice, maintain confidentiality, and ensure a safe environment for all parties involved throughout the proceedings. Additionally, compliance with relevant labor laws and organizational policies concerning sexual harassment is paramount to ensure a fair and unbiased resolution.
http://For further guidance on the l...al) Act, 2013.
From India, Gurugram
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- Charge Sheet, Explanation-Seeking Letter, or Show-Cause Notice: These documents should be issued to the accused employee, outlining the allegations of sexual harassment and requesting a written reply or explanation within a specified timeframe.
- Written Reply/Explanation from the Employee-Respondent: Once the accused employee submits their defense in writing, this document must be received by the employer or the heads of the institution.
Upon receiving both the charge sheet and the written explanation from the employee-respondent, these documents should be forwarded to the presiding officer of the Internal Committee to initiate the conciliation or inquiry process. The Internal Committee will then conduct a thorough investigation, gather evidence, interview relevant parties, and submit a detailed report with findings to the employer or disciplinary authority.
It is crucial for the Internal Committee to adhere to the principles of natural justice, maintain confidentiality, and ensure a safe environment for all parties involved throughout the proceedings. Additionally, compliance with relevant labor laws and organizational policies concerning sexual harassment is paramount to ensure a fair and unbiased resolution.
http://For further guidance on the l...al) Act, 2013.
From India, Gurugram
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Membership of the Internal Complaints Committee.docx
Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf