--"Is it Fair, Just or Proper for an Internal Committee to Admit 1000 Pages Evidence from Respondent & advise the Aggrieved -Woman-Employee- ComplainantComplainant to Cross-examine?"----
Any Internal Committee commencing & Conducting IC Inquiry is Bound -by-Law to act in accordance with the Twin Principles of Natural Justice as well as the Procedures Prescribed for such Internal Inquiry; and inter alia
1. Admit "Relevant Evidence" - Documentary or Digital- produced before the Internal Committee either by the Woman-Complainant or the Employee-Respondent, in presence of each other; and
2. Mark the Admitted Evidence as Exhibits for IC' Record & to Use in Preparing IC Inquiry Report with Conclusive * Definite Findings; and
3. Read out to the Complainant and the Respondent, as the case may be, the Contents of the Documentary & Digital Evidence during Inquiry Proceedings & Explain their Relevance or Otherwise to all present; and
4. Above all, First and Foremost Remember that " the Standard of Proof" required for the ICs is " Preponderance of Probabilities" prescribed for all Internal Committees Effective Functioning;
Lets Be Clear that the Presiding Officers of each IC is a Women employed at a Senior Level + 50% of IC Functitionaries Are Women;
Presiding Officers, IC Members, and Posh Advisers, PoSH Consultants, PoSH Guides, PoSH Practitioners Are Welcome to Share their Advises, Comments, Opinions, Views
Harsh Kumar Sharan, XLRI Alumnus
Founder-Director Kritarth Consulting Pvt Ltd
hksharan@kritarth.in.../ shakti@kritarth.in 9560453756
8th March 2022.............................................. ... International Woman's Day Today
#holistichr #allaboutposh #PoshisPossible #PoshProtocols
From India, Delhi
200Any Internal Committee commencing & Conducting IC Inquiry is Bound -by-Law to act in accordance with the Twin Principles of Natural Justice as well as the Procedures Prescribed for such Internal Inquiry; and inter alia
1. Admit "Relevant Evidence" - Documentary or Digital- produced before the Internal Committee either by the Woman-Complainant or the Employee-Respondent, in presence of each other; and
2. Mark the Admitted Evidence as Exhibits for IC' Record & to Use in Preparing IC Inquiry Report with Conclusive * Definite Findings; and
3. Read out to the Complainant and the Respondent, as the case may be, the Contents of the Documentary & Digital Evidence during Inquiry Proceedings & Explain their Relevance or Otherwise to all present; and
4. Above all, First and Foremost Remember that " the Standard of Proof" required for the ICs is " Preponderance of Probabilities" prescribed for all Internal Committees Effective Functioning;
Lets Be Clear that the Presiding Officers of each IC is a Women employed at a Senior Level + 50% of IC Functitionaries Are Women;
Presiding Officers, IC Members, and Posh Advisers, PoSH Consultants, PoSH Guides, PoSH Practitioners Are Welcome to Share their Advises, Comments, Opinions, Views
Harsh Kumar Sharan, XLRI Alumnus
Founder-Director Kritarth Consulting Pvt Ltd
hksharan@kritarth.in.../ shakti@kritarth.in 9560453756
8th March 2022.............................................. ... International Woman's Day Today
#holistichr #allaboutposh #PoshisPossible #PoshProtocols
From India, Delhi
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Membership of the Internal Complaints Committee.docx
Shabbar-suterwa la-effective-ti me-mangement_21 2.pps