"What are the Consequences when some of the Employers dissuade the Presiding Officer & Employee-Members of the Internal Committees, constituted by themselves, Not to involve and associate the Non-Employee Member (External) with Internal C Committee Proceedings?"
The Non-Employee Member (External), as the Third Party as enunciated by Honb'le Supreme Court of India, in their Judgment known as Vishakha Judgement, is Nominated by the Employer, by an Order-in-Writing and Notified to all the Employees at the concerned Workplace, under the Provisions of Section-4 of the "Sexual Harassment of Woman at Workplace ( Prevention, Prohibition & Redressal ) Act 2013;
The Employers also issue a Proper Nomination Letter addressed to the Non-Employee Member (External) notifying the Terms & Conditions of such a Nomination, together with the Period / Tenure of Nomination;
In my Work-Experiences as Serving Non-Employee Member (External) on several Internal Committees, PAN India, and as Spl Educator- PoSH Mandatory Programs/ Workshops, which I with my Team Design & Deliver I oftentimes come across Cases where many Employers abstain from Following the aforesaid Protocol relating to Effective Functioning of Internal Committees;
As per the Provisions of the said Act of 2013, Stringent Penalties, are prescribed and are leviable on such defaulting Employers who unscrupulously interfere with the Functioning of the Ics formed at their Workplaces;
It is advisable for all Employers to Obey the said Law, faithfully & properly, in Letter and Spirit of the said At of 2013
We, Kritarth Team Members are ready to assist Knowledge-Seekers; Please ask
Harsh Kumar Sharan, XLRI Alumnus,
For Kritarth Consulting Pvt Ltd.
From India, Delhi
200The Non-Employee Member (External), as the Third Party as enunciated by Honb'le Supreme Court of India, in their Judgment known as Vishakha Judgement, is Nominated by the Employer, by an Order-in-Writing and Notified to all the Employees at the concerned Workplace, under the Provisions of Section-4 of the "Sexual Harassment of Woman at Workplace ( Prevention, Prohibition & Redressal ) Act 2013;
The Employers also issue a Proper Nomination Letter addressed to the Non-Employee Member (External) notifying the Terms & Conditions of such a Nomination, together with the Period / Tenure of Nomination;
In my Work-Experiences as Serving Non-Employee Member (External) on several Internal Committees, PAN India, and as Spl Educator- PoSH Mandatory Programs/ Workshops, which I with my Team Design & Deliver I oftentimes come across Cases where many Employers abstain from Following the aforesaid Protocol relating to Effective Functioning of Internal Committees;
As per the Provisions of the said Act of 2013, Stringent Penalties, are prescribed and are leviable on such defaulting Employers who unscrupulously interfere with the Functioning of the Ics formed at their Workplaces;
It is advisable for all Employers to Obey the said Law, faithfully & properly, in Letter and Spirit of the said At of 2013
We, Kritarth Team Members are ready to assist Knowledge-Seekers; Please ask
Harsh Kumar Sharan, XLRI Alumnus,
For Kritarth Consulting Pvt Ltd.
From India, Delhi
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