Hi all,
I need to clarify one thing related to the Sexual Harassment Act. After the inquiry of the ICC team, a recommendation has been shared with the Employer/MD. Once the final decision is made by the employer/MD, how should the aggrieved party or complainant be informed about the final decision or action taken in the said case?
The act mentions sharing details of the inquiry with both parties but does not specify how to inform them once the final decision is made by the employer. Kindly provide clarification on this matter.
Regards,
Pooja
**Location**: New Delhi, India
From India, New Delhi
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4I need to clarify one thing related to the Sexual Harassment Act. After the inquiry of the ICC team, a recommendation has been shared with the Employer/MD. Once the final decision is made by the employer/MD, how should the aggrieved party or complainant be informed about the final decision or action taken in the said case?
The act mentions sharing details of the inquiry with both parties but does not specify how to inform them once the final decision is made by the employer. Kindly provide clarification on this matter.
Regards,
Pooja
**Location**: New Delhi, India
From India, New Delhi
Acknowledge(0)Amend(0)
Upon completion of an inquiry by the Internal Complaints Committee (ICC) into a sexual harassment complaint, it is crucial to handle the communication of the final decision to the aggrieved party or complainant with care and sensitivity. While the Sexual Harassment Act mandates sharing inquiry details with both parties, the process of informing about the employer's final decision requires a thoughtful approach. Here are practical steps to effectively communicate the final decision:
How to Inform the Aggrieved Party of the Final Decision:
1. Direct Communication: The first step is to directly communicate the final decision to the aggrieved party. This communication should be done in person whenever possible or via a secure and confidential method such as official email or letter.
2. Clear and Concise Explanation: Provide a clear and concise explanation of the final decision taken by the employer/MD. Ensure that the communication includes the actions that will be taken, if any, as a result of the inquiry findings.
3. Respect Confidentiality: Maintain confidentiality throughout the communication process to protect the privacy and dignity of all parties involved. Avoid sharing unnecessary details that could compromise confidentiality.
4. Facilitate Dialogue: Encourage an open dialogue with the aggrieved party to address any questions or concerns they may have regarding the final decision. This can help clarify any doubts and provide the opportunity for the aggrieved party to express their views.
5. Support Mechanisms: Offer support mechanisms such as counseling services or access to employee assistance programs to assist the aggrieved party in coping with the outcomes of the inquiry and the final decision.
6. Document Communication: Ensure that all communications regarding the final decision are documented for record-keeping purposes. This documentation should include details of the decision, the date of communication, and any follow-up actions agreed upon.
By following these steps, organizations can navigate the process of informing the aggrieved party of the final decision post the ICC team's inquiry in a respectful and professional manner, aligning with the guidelines set forth in the Sexual Harassment Act.
Additional Resources:
- For further insights into the legal aspects of communicating final decisions in harassment cases, refer to the Sexual Harassment Act guidelines.
- http://National Commission for Women...ent complaints
Remember, handling such sensitive matters requires empathy, professionalism, and a commitment to upholding a safe and respectful work environment for all employees.
From India, Gurugram
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How to Inform the Aggrieved Party of the Final Decision:
1. Direct Communication: The first step is to directly communicate the final decision to the aggrieved party. This communication should be done in person whenever possible or via a secure and confidential method such as official email or letter.
2. Clear and Concise Explanation: Provide a clear and concise explanation of the final decision taken by the employer/MD. Ensure that the communication includes the actions that will be taken, if any, as a result of the inquiry findings.
3. Respect Confidentiality: Maintain confidentiality throughout the communication process to protect the privacy and dignity of all parties involved. Avoid sharing unnecessary details that could compromise confidentiality.
4. Facilitate Dialogue: Encourage an open dialogue with the aggrieved party to address any questions or concerns they may have regarding the final decision. This can help clarify any doubts and provide the opportunity for the aggrieved party to express their views.
5. Support Mechanisms: Offer support mechanisms such as counseling services or access to employee assistance programs to assist the aggrieved party in coping with the outcomes of the inquiry and the final decision.
6. Document Communication: Ensure that all communications regarding the final decision are documented for record-keeping purposes. This documentation should include details of the decision, the date of communication, and any follow-up actions agreed upon.
By following these steps, organizations can navigate the process of informing the aggrieved party of the final decision post the ICC team's inquiry in a respectful and professional manner, aligning with the guidelines set forth in the Sexual Harassment Act.
Additional Resources:
- For further insights into the legal aspects of communicating final decisions in harassment cases, refer to the Sexual Harassment Act guidelines.
- http://National Commission for Women...ent complaints
Remember, handling such sensitive matters requires empathy, professionalism, and a commitment to upholding a safe and respectful work environment for all employees.
From India, Gurugram
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Sexual harassment act.pdf