Dear Fellow -Members and Seniors,
I have a query on the frequency of Internal complaints committee meeting required in an organisation. I have perused the relevant Act (The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013) and found that there is no specific provision regarding the frequency to conduct ICC meetings. When we have complaints by an aggrieved woman, the frequency of meetings are different as proceedings start on a cause of action.
But my question is, in the absence of any complaints/issues by any women employees, what would be the minimum prescribed number of ICC meetings in a Company. What is more ideal?
NB: We conduct seminars/workshops/awareness class related to Prevention of sexual harassment and also file Annual report to the Authority in an orderly manner.
From India, Cochin
I have a query on the frequency of Internal complaints committee meeting required in an organisation. I have perused the relevant Act (The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013) and found that there is no specific provision regarding the frequency to conduct ICC meetings. When we have complaints by an aggrieved woman, the frequency of meetings are different as proceedings start on a cause of action.
But my question is, in the absence of any complaints/issues by any women employees, what would be the minimum prescribed number of ICC meetings in a Company. What is more ideal?
NB: We conduct seminars/workshops/awareness class related to Prevention of sexual harassment and also file Annual report to the Authority in an orderly manner.
From India, Cochin
Dear Opinion-Seeker,
Kritarth Team's Stand:
First Thing First, the Nomenclature /Name of the Independent Legal Entity Constituted under Section-4 of the "Sexual Harassment of Women at Workplace (P, P & R) Act 2013 is Internal Committee for Employers Organization.
Now, regarding Frequency or Regularity or Interval of Meetings of the IC, Every Employer (Read Management Team) need to carefully go thru the Text of the Preamble as well as that of Section-19 (Duties of Employer) of the aforesaid Act of 2013 and realize that it is Employer's enforceable Duty to "Provide Protection to Women from Sexual Harassment at Workplace (arising out of and in course of Employment) by Creating a Safe and Secure Workplace Where No Woman is Subjected to Sexual Harassment and towards achieving that objective it becomes expedient/essential to seek and Secure Cooperation, rather collaboration between the IC Members and all Employees & others at the workplace.
The IC thus can/must serve as the Body/Forum spearhaeding the Movement, as it were, not just a Campaign as at least 3 out ofMinimum 4 Members ate nominated from amongst Employees. As Serving IC Member (External) on several ICs our Team prevail over/convince Why the IC in their Establishments ought to Convene its Meeting Once-Every -Quarter, to begin with, and spread the Message that:
1. Sexual Harassment amounts to and is treated as Violation of the Fundamental Right (Article 14, 19, 21 etc of the
Indian Constitution as stipulated in the Preamble;
2. S H also amounts to a breach of Service Rules/ Standing Orders as applicable to respective Establishment;
3. S H attracts IPC Section-354, 377 and others applicable as it amounts to Outraging the Modesty of Women, Let your members deliberate and themselves decide the Frequency of their IC Review Meeting and circulate the Minutes of their meetings for information employees & others concerned. Increased Awareness leads to attaining the Objective with which the Act of 2013 was added to pre-existingEmployment-related Laws.
Requests for Guidance/Assistance Welcome
Kritarth Team of Spl Educators, PoSH Programs
11th July 2018
From India, Delhi
200Kritarth Team's Stand:
First Thing First, the Nomenclature /Name of the Independent Legal Entity Constituted under Section-4 of the "Sexual Harassment of Women at Workplace (P, P & R) Act 2013 is Internal Committee for Employers Organization.
Now, regarding Frequency or Regularity or Interval of Meetings of the IC, Every Employer (Read Management Team) need to carefully go thru the Text of the Preamble as well as that of Section-19 (Duties of Employer) of the aforesaid Act of 2013 and realize that it is Employer's enforceable Duty to "Provide Protection to Women from Sexual Harassment at Workplace (arising out of and in course of Employment) by Creating a Safe and Secure Workplace Where No Woman is Subjected to Sexual Harassment and towards achieving that objective it becomes expedient/essential to seek and Secure Cooperation, rather collaboration between the IC Members and all Employees & others at the workplace.
The IC thus can/must serve as the Body/Forum spearhaeding the Movement, as it were, not just a Campaign as at least 3 out ofMinimum 4 Members ate nominated from amongst Employees. As Serving IC Member (External) on several ICs our Team prevail over/convince Why the IC in their Establishments ought to Convene its Meeting Once-Every -Quarter, to begin with, and spread the Message that:
1. Sexual Harassment amounts to and is treated as Violation of the Fundamental Right (Article 14, 19, 21 etc of the
Indian Constitution as stipulated in the Preamble;
2. S H also amounts to a breach of Service Rules/ Standing Orders as applicable to respective Establishment;
3. S H attracts IPC Section-354, 377 and others applicable as it amounts to Outraging the Modesty of Women, Let your members deliberate and themselves decide the Frequency of their IC Review Meeting and circulate the Minutes of their meetings for information employees & others concerned. Increased Awareness leads to attaining the Objective with which the Act of 2013 was added to pre-existingEmployment-related Laws.
Requests for Guidance/Assistance Welcome
Kritarth Team of Spl Educators, PoSH Programs
11th July 2018
From India, Delhi
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Membership of the Internal Complaints Committee.docx
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