---Completing Inquiry into Sexual Harassment Complaints within 90 Days---
Inquiry into Sexual Harassment Complaints filed by Aggrieved Woman-Complainants or by Persons autorized on their behalf, must be undertaken by the Internal Committee constituted by the Employer by an Order in writing for the Establishment concerned employing the Employee-Respondent.
The Employee-Respondent is the Individual against whom the Woman-Complainant has filed her SH Complainant and the IC of the Establsihment employing the Respondent shall do the Internal Inquiry.
Though the Time Limit for completing IC Inquiry is Ninety Days, it is Advisable and Proper to complete the Inquiry Proceedings as Quickly as Possible because of following Reasons:--
1. The Complainant and the Respondent, both, undergo Acute Anxities, perosnally till Inquiry is completed;
2. Their Work Performance Output gets adversely affected;
3. Their Colleagues particulary those named as Witnesses by Complainant or the Respondent;
4. The Employer/ Management's attention from other Important Areas gets diverted; and inter alia
5. The Bitterness at the Workplace Environment take time to vanish.
As the Member (External) on many Internal Committee PAN India, I aim at concluding our ICs Inquiry Proceedings ideally within 9 Hours or at most 9 days ensuring that All Reasonable Opportunities are given to the Complainant and the Employee-Respondent to put up their Repective Case, their Witnesses and or Evidence.
I am satisfied to record that as the Member (External) I do discharge my Duty, Responsibility and Role and the Presiding Officer and Other Members always acknowledge my 100% Contribution. All ICs can achieve Better Results if they are Well-Versed with their 24 Legal Duties & Responsibilities When they are Educated & Oriented by Spl Educators in the Mandatory Twin Programs to be Compulsorily Organized by Every Employer under Section-19 of SHWW Act 2013
Harsh K Sharan, XLRI Alumnus, & Spl Educator PoSH Programs
Kritarth Team, 21.6.2020
From India, Delhi
200Inquiry into Sexual Harassment Complaints filed by Aggrieved Woman-Complainants or by Persons autorized on their behalf, must be undertaken by the Internal Committee constituted by the Employer by an Order in writing for the Establishment concerned employing the Employee-Respondent.
The Employee-Respondent is the Individual against whom the Woman-Complainant has filed her SH Complainant and the IC of the Establsihment employing the Respondent shall do the Internal Inquiry.
Though the Time Limit for completing IC Inquiry is Ninety Days, it is Advisable and Proper to complete the Inquiry Proceedings as Quickly as Possible because of following Reasons:--
1. The Complainant and the Respondent, both, undergo Acute Anxities, perosnally till Inquiry is completed;
2. Their Work Performance Output gets adversely affected;
3. Their Colleagues particulary those named as Witnesses by Complainant or the Respondent;
4. The Employer/ Management's attention from other Important Areas gets diverted; and inter alia
5. The Bitterness at the Workplace Environment take time to vanish.
As the Member (External) on many Internal Committee PAN India, I aim at concluding our ICs Inquiry Proceedings ideally within 9 Hours or at most 9 days ensuring that All Reasonable Opportunities are given to the Complainant and the Employee-Respondent to put up their Repective Case, their Witnesses and or Evidence.
I am satisfied to record that as the Member (External) I do discharge my Duty, Responsibility and Role and the Presiding Officer and Other Members always acknowledge my 100% Contribution. All ICs can achieve Better Results if they are Well-Versed with their 24 Legal Duties & Responsibilities When they are Educated & Oriented by Spl Educators in the Mandatory Twin Programs to be Compulsorily Organized by Every Employer under Section-19 of SHWW Act 2013
Harsh K Sharan, XLRI Alumnus, & Spl Educator PoSH Programs
Kritarth Team, 21.6.2020
From India, Delhi
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Sexual Harassment.pdf
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