To establish a sexual harassment committee in an organization, several necessary steps need to be followed. Firstly, it is essential to form a diverse committee comprising both male and female employees from various departments. This ensures a broad perspective on addressing and preventing sexual harassment issues in the workplace. The committee members should receive adequate training on handling complaints, conducting investigations, and maintaining confidentiality.
Next, it is crucial to develop a clear policy outlining the organization's stance on sexual harassment and the procedures for reporting incidents. This policy should be communicated to all employees and easily accessible to everyone in the organization.
Regarding government procedures, organizations must comply with the guidelines set forth by the local laws and regulations governing sexual harassment in the workplace. These regulations typically outline the composition of the committee, reporting procedures, and the responsibilities of the employer in preventing and addressing sexual harassment.
To register the Internal Complaints Committee (ICC) members legally, organizations need to ensure that the committee is constituted as per the requirements of the law. This includes appointing a presiding officer, at least two members from amongst employees, and one external member with experience in dealing with sexual harassment cases. The ICC members must undergo training to effectively handle complaints and maintain impartiality throughout the investigation process.
In conclusion, building a robust sexual harassment committee involves careful planning, clear policies, and compliance with legal requirements to create a safe and inclusive work environment for all employees.
From India, Bengaluru
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Next, it is crucial to develop a clear policy outlining the organization's stance on sexual harassment and the procedures for reporting incidents. This policy should be communicated to all employees and easily accessible to everyone in the organization.
Regarding government procedures, organizations must comply with the guidelines set forth by the local laws and regulations governing sexual harassment in the workplace. These regulations typically outline the composition of the committee, reporting procedures, and the responsibilities of the employer in preventing and addressing sexual harassment.
To register the Internal Complaints Committee (ICC) members legally, organizations need to ensure that the committee is constituted as per the requirements of the law. This includes appointing a presiding officer, at least two members from amongst employees, and one external member with experience in dealing with sexual harassment cases. The ICC members must undergo training to effectively handle complaints and maintain impartiality throughout the investigation process.
In conclusion, building a robust sexual harassment committee involves careful planning, clear policies, and compliance with legal requirements to create a safe and inclusive work environment for all employees.
From India, Bengaluru
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I am working as an HR in a gaming company. I have gone through the rules for the Sexual Harassment committee. I wanted help in how to build it in a company and what procedures to legally register the committee with the government.
From India, Bengaluru
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From India, Bengaluru
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No registration of an Internal Committee with any body or authority is required or mandated under any law of the land. Every employer of a workplace in India employing ten (10) or more workers/employed persons on its muster-roll is mandated/required under Section 4 of the "Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013, to take the below-mentioned action steps:
1. Constitute an Internal Committee for their establishment/undertaking/organization consisting/comprising of four (4) members/functionaries - three (3) from amongst employees and one (1) non-employee-outsider as prescribed, with the proviso that at least 50% shall be women employees, including the Presiding Officer of the IC, who must be a woman employee at a senior level; and
2. The Internal Committee so constituted under Section 4 is an independent legal entity empowered, amongst other things, to use the power and authority of civil courts in India in certain matters such as completing inquiries into SH complaints submitted/received;
3. The duties (nearly 25 in total as envisioned in the said Act of 2013), responsibilities, and role of the Internal Committee are as under Section 9, 10, 11, 12, 13, onwards as prescribed in the said Act;
4. Each Internal Committee already constituted is law-bound under Section 21 to prepare an Annual Report for the calendar year 2018 in the format prescribed under Rule 14 of the Central Rules gazetted on 9.12.2013 and file the Annual Report before the District Officer (Section 5) of the district in which the concerned establishment is geographically located by January 2019;
5. Please carefully read, understand, and take quick action as stipulated in Section 19 Duties of the Employer and Section 22 of the said Act.
We, Kritarth Team based in Bengaluru, support the employers (management), PAN India, in properly and faithfully implementing all the provisions of the said Act. We, Kritarth Team, also serve as IC Member (External) as we are thoroughly well-versed with how to conduct inquiries into SH complaints, how to conduct cross-examination, how to write inquiry reports with definite and conclusive findings because the IC findings and recommendations are final and binding on the employer.
We, Kritarth Team, as Special Educators, as defined in the Act and the Rules, also conduct:
i) The mandatory programs for the Internal Committee members namely
a) Orientation Programs and
b) Capacity and Skills Building Programs for the IC Members
Plus
ii) The mandatory awareness programs, at regular intervals, for employees in batches/groups of 30-40 participants so that ongoing work/tasks are not interrupted/stalled affected.
Contact Kritarth Team
Kritarth Team, Bluru Office,
6th Feb 2019
From India, Delhi
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2141. Constitute an Internal Committee for their establishment/undertaking/organization consisting/comprising of four (4) members/functionaries - three (3) from amongst employees and one (1) non-employee-outsider as prescribed, with the proviso that at least 50% shall be women employees, including the Presiding Officer of the IC, who must be a woman employee at a senior level; and
2. The Internal Committee so constituted under Section 4 is an independent legal entity empowered, amongst other things, to use the power and authority of civil courts in India in certain matters such as completing inquiries into SH complaints submitted/received;
3. The duties (nearly 25 in total as envisioned in the said Act of 2013), responsibilities, and role of the Internal Committee are as under Section 9, 10, 11, 12, 13, onwards as prescribed in the said Act;
4. Each Internal Committee already constituted is law-bound under Section 21 to prepare an Annual Report for the calendar year 2018 in the format prescribed under Rule 14 of the Central Rules gazetted on 9.12.2013 and file the Annual Report before the District Officer (Section 5) of the district in which the concerned establishment is geographically located by January 2019;
5. Please carefully read, understand, and take quick action as stipulated in Section 19 Duties of the Employer and Section 22 of the said Act.
We, Kritarth Team based in Bengaluru, support the employers (management), PAN India, in properly and faithfully implementing all the provisions of the said Act. We, Kritarth Team, also serve as IC Member (External) as we are thoroughly well-versed with how to conduct inquiries into SH complaints, how to conduct cross-examination, how to write inquiry reports with definite and conclusive findings because the IC findings and recommendations are final and binding on the employer.
We, Kritarth Team, as Special Educators, as defined in the Act and the Rules, also conduct:
i) The mandatory programs for the Internal Committee members namely
a) Orientation Programs and
b) Capacity and Skills Building Programs for the IC Members
Plus
ii) The mandatory awareness programs, at regular intervals, for employees in batches/groups of 30-40 participants so that ongoing work/tasks are not interrupted/stalled affected.
Contact Kritarth Team
Kritarth Team, Bluru Office,
6th Feb 2019
From India, Delhi
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