The sexual harassment at workplace has become a routine activity now days. Every now and then we get to hear about new cases of sexual harassment. This is because of the fact that sexual harassment at workplace is an enhanced form of violence that takes place in daily routine and snatches away the women’s right to life and healthy livelihood.
We needs to have a committee is place to solely responsible for addressing and resolving the issues of sexual harassment at workplace and which is easily accessible by all workers.
Internal Complains Committee(ICC) is a mandatory committee which every employer is required to constitute within his organization. In the scenario where the employer has branch offices the he needs to have an ICC as each such branch office to address the issues of sexual harassment. Every company needs to have in place an effective ICC committee else the company can be penalized for non-constitution of ICC.
Every company should have a safe and harassment-free workplace. In case of the complaint against POSH, the ICC is solely responsible to investigate with non-biasness. The ICC is required to be vigilant to redress the sexual harassment complaints and resolves the same ASAP. ICC is sole authority to inquire the complaints and make efforts to redress the same .
The Complaints of sexual harassment at a workplace corrode the persona of not only the complainant and the accused, but of the company and its goodwill as well.
The ICC training is an important part of complain redressal process and is helpful in making the Internal Complaints Committee learn about the important elements of the compliance under the Act. Our ICC training focuses on the below agenda:
ICC is a mandatory committee and so conducting training for ICC members is a mandatory requirement for the Company as per the Prevention of Sexual Harassment at Workplace Act, 2013. The law mandates that an organization should conduct frequent training sessions and webinars for the ICC members .
It is the duty of the employer to showcase the order constituting ICC at the major place in the workplace. If the order is not displayed, the employees are free to contact the employer/head of the department/human resource department for obtaining information about the constitution ICC .
In the event where the ICC is not formed as per by the Act the company will be punishable with a fine of Rs. 50,000/- and in the situation of continued default can lead to cancellation or withdrawal of licence/registration required for carrying on business activities. The aggrievedis free to approach the court to complain about the non constitution of ICC.
When the ICC receives a complaint the first step is to conduct an inquiry into the complaint by calling all the concerned parties who have reported the complaint. Thereafter, once inquiry is over then on the basis of the facts received from the concerned parties and evidences (documentary or otherwise) gathered, the Committee will frame its findings, which will be shared with the employer for further action .