"Number of women employees for direction towards redressal of sexual harassment complaints filed by any woman employee under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013?"
From India, Delhi
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206From India, Delhi
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In India, specifically in Delhi, the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 mandates a structured approach to addressing sexual harassment complaints in the workplace. When a woman employee files a sexual harassment complaint, the following redressal steps should be taken to ensure a fair and efficient resolution:
Redressal Steps for Sexual Harassment Complaints:
1. Designate an Internal Complaints Committee (ICC): As per the law, every organization with 10 or more employees must constitute an ICC to address sexual harassment complaints. Ensure the ICC is appropriately trained and comprises both internal and external members.
2. Receiving Complaint: Once a complaint is filed, ensure it is received in writing. The complainant should be reassured of confidentiality and protection against victimization.
3. Initiating Inquiry: The ICC should initiate a prompt and impartial inquiry into the complaint. The accused should be provided with a copy of the complaint and given an opportunity to present their defense.
4. Investigation Process: Conduct a thorough investigation, including interviewing witnesses and collecting evidence. Maintain confidentiality throughout the process.
5. Report and Recommendations: The ICC should prepare a report detailing the findings of the inquiry and provide recommendations for action.
6. Action by the Employer: Based on the ICC's recommendations, the employer should take appropriate action against the accused if the complaint is substantiated. This may include disciplinary action, training, or other measures.
7. Follow-Up: Regularly follow up with the complainant to ensure she feels safe and supported after the resolution of the complaint. Provide necessary assistance or counseling if required.
By following these redressal steps outlined in the Act, organizations in Delhi, India can effectively address sexual harassment complaints, create a safer work environment, and uphold the rights of women employees.
From India, Gurugram
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Redressal Steps for Sexual Harassment Complaints:
1. Designate an Internal Complaints Committee (ICC): As per the law, every organization with 10 or more employees must constitute an ICC to address sexual harassment complaints. Ensure the ICC is appropriately trained and comprises both internal and external members.
2. Receiving Complaint: Once a complaint is filed, ensure it is received in writing. The complainant should be reassured of confidentiality and protection against victimization.
3. Initiating Inquiry: The ICC should initiate a prompt and impartial inquiry into the complaint. The accused should be provided with a copy of the complaint and given an opportunity to present their defense.
4. Investigation Process: Conduct a thorough investigation, including interviewing witnesses and collecting evidence. Maintain confidentiality throughout the process.
5. Report and Recommendations: The ICC should prepare a report detailing the findings of the inquiry and provide recommendations for action.
6. Action by the Employer: Based on the ICC's recommendations, the employer should take appropriate action against the accused if the complaint is substantiated. This may include disciplinary action, training, or other measures.
7. Follow-Up: Regularly follow up with the complainant to ensure she feels safe and supported after the resolution of the complaint. Provide necessary assistance or counseling if required.
By following these redressal steps outlined in the Act, organizations in Delhi, India can effectively address sexual harassment complaints, create a safer work environment, and uphold the rights of women employees.
From India, Gurugram
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Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf