Dear Seniors,
I request you to please let me know the procedure for forming the Internal Complaints Committee under the Sexual Harassment at Workplace Act 2012. We have already identified the Presiding Officer, 2 women members, and 1 member from an NGO. Please suggest the further course of action.
Thanks & Regards,
Vijaya
From India, Hyderabad
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4I request you to please let me know the procedure for forming the Internal Complaints Committee under the Sexual Harassment at Workplace Act 2012. We have already identified the Presiding Officer, 2 women members, and 1 member from an NGO. Please suggest the further course of action.
Thanks & Regards,
Vijaya
From India, Hyderabad
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Is an external member / NGO still required under the new act ? I thought that requirement was done away with
From India, Mumbai
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From India, Mumbai
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Dear Vijaya,
As per the act, the committee formed by your organization is correct. If there are any complaints, the committee will inquire and take necessary action. As per Chapter VI:
c) Organize Workshops and Awareness Programmes for the employees.
As per Chapter VIII:
21 (1) Annual report to be submitted to the employer and the District officer.
This is according to my knowledge. If you have any additional information, please share.
Regards,
Narayan
Email: nariy@rediffmail.com
From India, Hyderabad
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As per the act, the committee formed by your organization is correct. If there are any complaints, the committee will inquire and take necessary action. As per Chapter VI:
c) Organize Workshops and Awareness Programmes for the employees.
As per Chapter VIII:
21 (1) Annual report to be submitted to the employer and the District officer.
This is according to my knowledge. If you have any additional information, please share.
Regards,
Narayan
Email: nariy@rediffmail.com
From India, Hyderabad
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Yes, as per the Prevention, Protection, and Redressal Bill 2013, which has now become law, it clearly mentions that one member from amongst non-governmental organizations or associations committed to the cause of women or a person familiar with issues relating to sexual harassment should be included, provided that at least half of the total members nominated should be women. The term of each nominated member is for 3 years from the date of their nomination, as specified by the employer. The new law is now available on e-Gazette under Extraordinary Part II Sec.1, dated 23rd April 2013. You can log on to the Gazette of India and access it under Bills & Acts.
Usha
From India, Delhi
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Usha
From India, Delhi
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Hi Jha, please find the attached doc of protection, prevention and redressal Act 2012. usha
From India, Delhi
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From India, Delhi
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This was discussed earlier. The opinion of the members was that you can’t form the ICC in such case, the LCC will take care of complains with regard to this factory
From India, Mumbai
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From India, Mumbai
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All workplaces employing 10 or more workers are mandated under the Act to constitute an Internal Complaints Committee.
There is a clause in the law that in case a senior-level woman employee is not available, the Presiding Officer shall be nominated from other offices or administrative units of the workplace. Furthermore, in case the other offices/administrative units of the workplace do not have a senior-level woman employee, the Presiding Officer shall be nominated from any other workplace of the same employer or other department or organization.
From India, Delhi
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There is a clause in the law that in case a senior-level woman employee is not available, the Presiding Officer shall be nominated from other offices or administrative units of the workplace. Furthermore, in case the other offices/administrative units of the workplace do not have a senior-level woman employee, the Presiding Officer shall be nominated from any other workplace of the same employer or other department or organization.
From India, Delhi
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Usha I had the same query earlier : What if this is an organisation that has no women workers at senior post ?
From India, Mumbai
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From India, Mumbai
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Hi Usha - do you know of any trainer/org that can conduct workshops on awareness / safety programmes ? Regards,
From India, Delhi
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From India, Delhi
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You can implement the provisions of the Act and conduct sexual harassment awareness programs through self-learning of this course, which guides you step-by-step on the implementation of the act. The toolbox contains lots of templates, checklists, and guidelines on compliance with the 2013 Act. Go through this link End Sexual Harassment | Empower all employees, learn your rights and duties
From India, New Delhi
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From India, New Delhi
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Dear Sir/Madam,
Greetings from Team Kapgrow!
Kapgrow will be pleased to be associated with your esteemed organization(s) to help you become compliant with the new law, i.e., The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, as well as the Rules framed thereunder.
The advantage of being associated with Kapgrow shall be that we will provide you a complete solution as we have the expertise on law, the human aspect, the organization behavior aspect, the training skills, as well as the experience of handling delicate topics like sexual harassment. We can provide you a complete solution on the compliance with the new law, unlike law firms or training organizations which will cover only their area of expertise and would normally outsource the other services for providing a combined solution to the client if demanded and insisted.
To know more about us, please visit Kapgrow.
Our team would support you in ensuring compliance with the law.
I hope you would appreciate the fact that this is an issue that needs delicate handling as otherwise it may affect the work culture and environment of the organization.
We have experts who would be handling each session. A team of one male and one female trainer shall be taking up each session so as to cover the aspects related to both genders. Each session shall ideally be of 2-3 hours duration depending upon the participation level and queries from the audience.
Our senior team members have been co-opted as external members of the ICC by some of our MNC clients.
Please feel free to contact us to know more about our service offerings pertaining to this law and other services from our bouquet of services.
Thanks,
Kind Regards,
Avika Kapoor
Vice President - Operations
Website: Kapgrow
From India, New Delhi
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Greetings from Team Kapgrow!
Kapgrow will be pleased to be associated with your esteemed organization(s) to help you become compliant with the new law, i.e., The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, as well as the Rules framed thereunder.
The advantage of being associated with Kapgrow shall be that we will provide you a complete solution as we have the expertise on law, the human aspect, the organization behavior aspect, the training skills, as well as the experience of handling delicate topics like sexual harassment. We can provide you a complete solution on the compliance with the new law, unlike law firms or training organizations which will cover only their area of expertise and would normally outsource the other services for providing a combined solution to the client if demanded and insisted.
To know more about us, please visit Kapgrow.
Our team would support you in ensuring compliance with the law.
I hope you would appreciate the fact that this is an issue that needs delicate handling as otherwise it may affect the work culture and environment of the organization.
We have experts who would be handling each session. A team of one male and one female trainer shall be taking up each session so as to cover the aspects related to both genders. Each session shall ideally be of 2-3 hours duration depending upon the participation level and queries from the audience.
Our senior team members have been co-opted as external members of the ICC by some of our MNC clients.
Please feel free to contact us to know more about our service offerings pertaining to this law and other services from our bouquet of services.
Thanks,
Kind Regards,
Avika Kapoor
Vice President - Operations
Website: Kapgrow
From India, New Delhi
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Rainmaker, a leading learning and content company in the field of law, has come up with a sexual harassment compliance product "Worksafe." Worksafe assists the HR/Legal team for corporates in implementing the policies and procedures to comply with the latest sexual harassment laws. Worksafe is unique as it provides collaterals, training workshops (both online & in-person) for employees, and other assessments to ensure that corporates comply with the law. Please visit www.rainmaker.co.in or mail us at venkit@rainmaker.co.in for more details.
Attribution: http://citehr.com#ixzz31COkedzS
From India, Thane
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Attribution: http://citehr.com#ixzz31COkedzS
From India, Thane
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The clause regarding the appointment of an "external" member reads: one member from amongst non-governmental organizations or associations committed to the cause of women or "a person familiar with the issues relating to sexual harassment".
In case we have a person in our company who is an expert in the issues relating to sexual harassment, can we avoid appointing an external member (from an NGO or association).
From India, Udaipur
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In case we have a person in our company who is an expert in the issues relating to sexual harassment, can we avoid appointing an external member (from an NGO or association).
From India, Udaipur
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Dear All, Do you have a letter format for new members joining the ICC. Thanks in advance
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Dear ANONYMOUS Friend at posting #13,
When there is a requirement to appoint an external person to a committee, how can you appoint someone internally and avoid selecting an external candidate? You may have no choice but to involve an external person in the internal committee.
From India, Mumbai
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When there is a requirement to appoint an external person to a committee, how can you appoint someone internally and avoid selecting an external candidate? You may have no choice but to involve an external person in the internal committee.
From India, Mumbai
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Sexual Harassment of Women at Workplace Act 2013.pdf