Awareness Regarding Sexual Harassment and Its Redressal

Awareness Regarding Sexual Harassment and Its Redressal! The Sexual Harassment of Women (Prevention, Prohibition and Redressal) Act, 2013, mandates employers to constitute an Internal Committee (IC) to address all issues related to sexual harassment at the workplace. On whom is the Formation of IC Mandatory? This mandate is upon the employers of all establishments/organisations/companies with more than ten employees. What is the Aim of Constituting an Internal Committee? The main aim of constituting an Internal Committee is to form the primary line of defence in the prevention, prohibition and redressal of sexual harassment act at workplace. Is It Called Internal Complaints Committee (ICC) or the Internal Committee (IC)? Originally, when the sexual harassment act at workplace was passed in 2013, it was called the Internal Complaints Committee (ICC). In 2016, using an amendment, the term was changed from Internal Complaints Committee (ICC) to Internal Committee (IC). PoSH Policy is to prevent and protect sexual harassment of women at the workplace. Every firm should aim to ensure a safe working place for its employees and people in general. The PoSH Policy applies to the members of the company as well as the employer. In addition, the visitors, clients, contract workers, interns as well as suppliers are equally accountable. The employee's people who are regular as well as temporary need to comply with the laws. Formation of an ICC An ICC is established in every company to look after the maintenance of working conditions. According to sexual harassment act at workplace, an IC constitutes the following:  A presiding officer. A working woman on a senior level is best suited for this position  An external member is included in the IC for unbiased decisions. He / she should be committed to the welfare of women  A member with legal knowledge in social work

Relief to Victim As per the sexual harassment act at workplace, the relief can be provided to the victim in the following ways:  Monetary compensation  Leave for around 3 months  Transfer of the person to another department where they feel safe Penalty to the Wrongdoer If the wrongdoer does not pay the fine of 50,000, on a repeated breach of conduct, he can be charged double the amount. His license can be cancelled for his ill behaviour. Final Words It was identified through many surveys that very few Indian employees used to comply with the rules of the PoSH Act. The majority of Indian employers did not see it as a legal requirement for a workplace that had more than ten employees. (The PoSH Act mandates the formation of an IC where the number of employees is more than 10.) This gives rise to the need for the PoSH ICC workshop. An annual report must be prepared by the Internal Complaint Committee enrolling the total number of cases considering sexual harassment and the steps taken. The details of every instance along with the justification and the inquiry process needs to be assembled. It is to be submitted to the district office under the surveillance of the employer of the concerned company.