Internal Committees are Autonomous Legal Entities, yet Not the Disciplining Authority
From India, Delhi
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206From India, Delhi
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Internal Committees in India, as established under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, are indeed autonomous and independent legal entities with specific duties and powers related to addressing sexual harassment complaints. While they possess authority similar to that of a civil court during inquiry proceedings, it's important to note that they are not the disciplining authority. Disciplinary actions, such as issuing charge sheets or imposing punishments, fall under the purview of the employer or individuals authorized by the employer.
Key Points:
- Internal Committees have 24 defined duties and responsibilities outlined in the Act, including conducting inquiries, determining compensation, and ensuring a fair process for both the complainant and respondent.
- The primary role of Internal Committees is to investigate sexual harassment complaints, provide recommendations, and create a safe workplace environment.
- They are required to submit an annual report to the District Officer and work closely with employers and employees to address workplace harassment effectively.
Practical Advice:
- Internal Committees should educate themselves thoroughly on their duties, powers, and limitations as outlined in the Act.
- Employers should ensure that the Internal Committees function effectively and are equipped to handle complaints in a fair and unbiased manner.
- Clear communication and transparency within the organization are essential to support the work of Internal Committees and promote a harassment-free workplace.
By understanding their role and limitations, Internal Committees can contribute significantly to creating a safe and respectful work environment for all employees.
Reference: https://www.indiacode.nic.in/bitstre...1/A2013-14.pdf
From India, Gurugram
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Key Points:
- Internal Committees have 24 defined duties and responsibilities outlined in the Act, including conducting inquiries, determining compensation, and ensuring a fair process for both the complainant and respondent.
- The primary role of Internal Committees is to investigate sexual harassment complaints, provide recommendations, and create a safe workplace environment.
- They are required to submit an annual report to the District Officer and work closely with employers and employees to address workplace harassment effectively.
Practical Advice:
- Internal Committees should educate themselves thoroughly on their duties, powers, and limitations as outlined in the Act.
- Employers should ensure that the Internal Committees function effectively and are equipped to handle complaints in a fair and unbiased manner.
- Clear communication and transparency within the organization are essential to support the work of Internal Committees and promote a harassment-free workplace.
By understanding their role and limitations, Internal Committees can contribute significantly to creating a safe and respectful work environment for all employees.
Reference: https://www.indiacode.nic.in/bitstre...1/A2013-14.pdf
From India, Gurugram
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