Internal Committee for Redressal of Sexual Harassment Complaints
From India, Delhi
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206From India, Delhi
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The Internal Committee for the redressal of sexual harassment complaints plays a crucial role in ensuring a safe and respectful work environment for all employees. As mandated by the "Sexual Harassment of Woman at Workplace (Prevention, Prohibition & Redressal) Act 2013," every employer in India with ten or more employees must establish an Internal Committee in each branch, division, or unit of their establishment.
Here are the key points to consider regarding the Internal Committee:
🔹 Composition: The Internal Committee should consist of four members, with at least 50% being women. The Presiding Officer must be a senior-level woman employee, and one member should be a non-employee outsider.
🔹 Timely Resolution: The Internal Committee must initiate, conduct, and conclude their proceedings within 90 days from the start of the inquiry, following the principles of natural justice.
🔹 Inquiry Report: The Committee must prepare and submit an inquiry report with definitive findings within ten days of concluding the proceedings. Copies of the findings should be provided to the complainant and the respondent for further action.
🔹 Impartiality: The Internal Committee must maintain impartiality, fairness, and transparency throughout the inquiry process, ensuring that all parties are treated equitably.
🔹 Compliance: Employers must adhere to the guidelines set forth in the Act and ensure that the Internal Committee operates effectively to address sexual harassment complaints promptly and appropriately.
For detailed guidance on the formation and functioning of the Internal Committee, refer to the Sexual Harassment of Woman at Workplace (Prevention, Prohibition & Redressal) Act 2013 and related policies.
Remember, creating a safe and inclusive work environment is essential for the well-being and productivity of all employees.
From India, Gurugram
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Here are the key points to consider regarding the Internal Committee:
🔹 Composition: The Internal Committee should consist of four members, with at least 50% being women. The Presiding Officer must be a senior-level woman employee, and one member should be a non-employee outsider.
🔹 Timely Resolution: The Internal Committee must initiate, conduct, and conclude their proceedings within 90 days from the start of the inquiry, following the principles of natural justice.
🔹 Inquiry Report: The Committee must prepare and submit an inquiry report with definitive findings within ten days of concluding the proceedings. Copies of the findings should be provided to the complainant and the respondent for further action.
🔹 Impartiality: The Internal Committee must maintain impartiality, fairness, and transparency throughout the inquiry process, ensuring that all parties are treated equitably.
🔹 Compliance: Employers must adhere to the guidelines set forth in the Act and ensure that the Internal Committee operates effectively to address sexual harassment complaints promptly and appropriately.
For detailed guidance on the formation and functioning of the Internal Committee, refer to the Sexual Harassment of Woman at Workplace (Prevention, Prohibition & Redressal) Act 2013 and related policies.
Remember, creating a safe and inclusive work environment is essential for the well-being and productivity of all employees.
From India, Gurugram
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Handbook on Sexual Harassment of Women at Workplace.pdf
Membership of the Internal Complaints Committee.docx