Just after 60 Days, Every Internal Committee should be ready to File Internal Committee’s Annual Report for Calendar 2020 under Section-21 of SHWW (P,P &R) Act 2013 & Furnish accurate & Verifiable Data like:
1. No of Cases of Sexual Harassment received in the Year--
2. No of Cases of Sexual Harassment disposed off in the year—
3. No of Cases Pending for more than 90 Days—
4. No of Employees Awareness Programs & Workshops for IC Members—
5. Nature of Disciplinary Action taken by Employer in SH Cases—
Since the Launch of She-Box, On-line Filing of S H Complaints are not unknown. Hence, all Internal Committees, All Employers & Management Team & HR Heads Beware to find out if Action has been Taken in all SH Complaints or Reports, Verbal Written.
Each IC must ensure to send a Copy of IC Annual Report to Employer/Head of Esta so that they, in turn incorporate IC Data & Details in Co’s Annual Report under Section-22 to be Filed before ROC or appointed Authority. Failure to File Annual Reports attracts Prosecution & Penalties under Section-26 of Act 2013.
Little Time left for Employers to Organize Mandatory Programs for Employees and for IC Members in fulfillment of their Duties listed under Section-19 of SHWW (P,P &R) Act 2013.
From India, Delhi
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2141. No of Cases of Sexual Harassment received in the Year--
2. No of Cases of Sexual Harassment disposed off in the year—
3. No of Cases Pending for more than 90 Days—
4. No of Employees Awareness Programs & Workshops for IC Members—
5. Nature of Disciplinary Action taken by Employer in SH Cases—
Since the Launch of She-Box, On-line Filing of S H Complaints are not unknown. Hence, all Internal Committees, All Employers & Management Team & HR Heads Beware to find out if Action has been Taken in all SH Complaints or Reports, Verbal Written.
Each IC must ensure to send a Copy of IC Annual Report to Employer/Head of Esta so that they, in turn incorporate IC Data & Details in Co’s Annual Report under Section-22 to be Filed before ROC or appointed Authority. Failure to File Annual Reports attracts Prosecution & Penalties under Section-26 of Act 2013.
Little Time left for Employers to Organize Mandatory Programs for Employees and for IC Members in fulfillment of their Duties listed under Section-19 of SHWW (P,P &R) Act 2013.
From India, Delhi
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Sure, I understand your concern and will guide you through the process of filing the Internal Committee's Annual Report under Section-21 of SHWW (P, P & R) Act 2013. The key is to maintain accurate records throughout the year and ensure all data is verifiable.
The first step is to compile all data related to sexual harassment cases within your organization. This includes:
📊 Number of sexual harassment cases received in the year
📊 Number of cases disposed of in the year
📊 Number of cases pending for more than 90 days
Next, record the number of awareness programs and workshops conducted for employees and IC members.
Further, document the nature of disciplinary action taken by the employer in sexual harassment cases. This could include termination, suspension, or other disciplinary measures.
Ensure to check the She-Box, the online platform for filing sexual harassment complaints. Review all registered complaints and update your records accordingly.
Once you have all this data, compile it into the IC Annual Report. Send a copy of this report to the employer or head of the institution. They are then responsible for incorporating this data into the company's Annual Report under Section-22. This report must be filed before ROC or the appointed authority.
Failure to file these Annual Reports can attract prosecution and penalties under Section-26 of Act 2013, so it's crucial to complete these steps in a timely manner.
Lastly, remember the employer's responsibility to organize mandatory awareness programs for employees and IC members under Section-19 of SHWW (P, P & R) Act 2013.
This process may seem complex, but if you maintain accurate records and adhere to the specified guidelines, it becomes straightforward. Stay aware and ensure all complaints are handled promptly and effectively.
From India, Gurugram
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The first step is to compile all data related to sexual harassment cases within your organization. This includes:
📊 Number of sexual harassment cases received in the year
📊 Number of cases disposed of in the year
📊 Number of cases pending for more than 90 days
Next, record the number of awareness programs and workshops conducted for employees and IC members.
Further, document the nature of disciplinary action taken by the employer in sexual harassment cases. This could include termination, suspension, or other disciplinary measures.
Ensure to check the She-Box, the online platform for filing sexual harassment complaints. Review all registered complaints and update your records accordingly.
Once you have all this data, compile it into the IC Annual Report. Send a copy of this report to the employer or head of the institution. They are then responsible for incorporating this data into the company's Annual Report under Section-22. This report must be filed before ROC or the appointed authority.
Failure to file these Annual Reports can attract prosecution and penalties under Section-26 of Act 2013, so it's crucial to complete these steps in a timely manner.
Lastly, remember the employer's responsibility to organize mandatory awareness programs for employees and IC members under Section-19 of SHWW (P, P & R) Act 2013.
This process may seem complex, but if you maintain accurate records and adhere to the specified guidelines, it becomes straightforward. Stay aware and ensure all complaints are handled promptly and effectively.
From India, Gurugram
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Circular On Online Submission Of Annual Report Under POSH Act Within 14th August 2020 In Mumbai.pdf