Dear friends, I am searching for external member for ICC team each for Gujarat and Maharashtra, under sexual harassment policy. Can anyone please share the details of any person who can be part of our ICC team.
From India, New Delhi
3From India, New Delhi
Dear Pooja,
Please share more details on the minimum criteria to qualify as an external member . Do share the deliverables and a broad idea to the time required for delivery of the responsibilities .
Looking forward to hear from you so that we can suggest.
From India, Mumbai
Please share more details on the minimum criteria to qualify as an external member . Do share the deliverables and a broad idea to the time required for delivery of the responsibilities .
Looking forward to hear from you so that we can suggest.
From India, Mumbai
The member should be someone from NGO working for women’s rights and have knowledge of the subject matter.
From India, Mumbai
From India, Mumbai
Dear Ms. Pooja,
Greetings from Team Kapgrow!!
I am willing to act as an external member on the ICC. I am already acting as an external member on the ICC of a few organizations. In case you need a male member, we can nominate a senior male member from our organization.
I am based out of Delhi and am willing to travel.
We also take up other services under the prevention of sexual harassment law like conducting training / sensitization sessions for for employees, orientation sessions for ICC members, drafting of policy, etc.
Please feel free to connect to discuss the matter further.
Thanks,
Kind Regards,
Avika Kapoor
Vice President - Operations
Website: Kapgrow
From India, New Delhi
Greetings from Team Kapgrow!!
I am willing to act as an external member on the ICC. I am already acting as an external member on the ICC of a few organizations. In case you need a male member, we can nominate a senior male member from our organization.
I am based out of Delhi and am willing to travel.
We also take up other services under the prevention of sexual harassment law like conducting training / sensitization sessions for for employees, orientation sessions for ICC members, drafting of policy, etc.
Please feel free to connect to discuss the matter further.
Thanks,
Kind Regards,
Avika Kapoor
Vice President - Operations
Website: Kapgrow
From India, New Delhi
ear Ms. Pooja,
Greetings from Team Kapgrow!!
I am willing to act as an external member on the ICC. I am already acting as an external member on the ICC of a few organizations. In case you need a male member, we can nominate a senior male member from our organization.
I am based out of Delhi and am willing to travel.
From India, Mumbai
Greetings from Team Kapgrow!!
I am willing to act as an external member on the ICC. I am already acting as an external member on the ICC of a few organizations. In case you need a male member, we can nominate a senior male member from our organization.
I am based out of Delhi and am willing to travel.
From India, Mumbai
Dear Ms Pooja Singh,
You have posted your requirement but in fact it would draw your attention to the fact that this is a very important subject and requires serious consideration before engaging an outsider as a member of ICC (Internal Complaint Committee). Section 4 of The Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 prescribes in Sub Section (2) (c) that "one member from amongst the NGOs or associations committed to the cause of women or a person familiar with the issues of relating to sexual harassment" should be on ICC.
The above provision of Section 4 (2)(c) makes it very clear that the external person should be either from an NGO or from an Association committed to the cause of women or a person familiar with the issues of sexual harassment. Hence it may be kept in mind that you engage a person from these two sectors only. Secondly it would be pertinent to mention that such an external person should not be a legal practitioner. The accused employee (respondent) shall be entitled to take assistance from any departmental/company's employee, but in case you engage a legal practitioner, belonging to NGO/Association, then you have to permit the employee to engage a legal practitioner from outside department/company.
It may be suggested that you engage a outsider person from a local NGO/Association working for the cause of women. It would be better if such an outsider is a woman, but the law does not put a bar on a man to be a member of ICC.
It may be relevant to mention that one half of the members of the ICC can be male members. The term of members will be three years from the date of their nomination on ICC (Sub Section (3) of Section 4).
Sincerely,
C.M. Lal Srivastava
srivastavacmlal@gmail.com
09818680671
6th February 2015
From India, New Delhi
You have posted your requirement but in fact it would draw your attention to the fact that this is a very important subject and requires serious consideration before engaging an outsider as a member of ICC (Internal Complaint Committee). Section 4 of The Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013 prescribes in Sub Section (2) (c) that "one member from amongst the NGOs or associations committed to the cause of women or a person familiar with the issues of relating to sexual harassment" should be on ICC.
The above provision of Section 4 (2)(c) makes it very clear that the external person should be either from an NGO or from an Association committed to the cause of women or a person familiar with the issues of sexual harassment. Hence it may be kept in mind that you engage a person from these two sectors only. Secondly it would be pertinent to mention that such an external person should not be a legal practitioner. The accused employee (respondent) shall be entitled to take assistance from any departmental/company's employee, but in case you engage a legal practitioner, belonging to NGO/Association, then you have to permit the employee to engage a legal practitioner from outside department/company.
It may be suggested that you engage a outsider person from a local NGO/Association working for the cause of women. It would be better if such an outsider is a woman, but the law does not put a bar on a man to be a member of ICC.
It may be relevant to mention that one half of the members of the ICC can be male members. The term of members will be three years from the date of their nomination on ICC (Sub Section (3) of Section 4).
Sincerely,
C.M. Lal Srivastava
srivastavacmlal@gmail.com
09818680671
6th February 2015
From India, New Delhi
I would like to differ from the above statement that such external member cannot be a legal practitioner. Rule 4(b) of the SHWW Rule, 2013 explicitly allows a person who is familiar with labour, service, civil or criminal law to be appointed as an external member of ICC.
Moreover, the Act does not allow a person to be represented by a lawyer, irrespective of the fact that a member of ICC is a lawyer or not (Rule 7(6)).
From India, New Delhi
Moreover, the Act does not allow a person to be represented by a lawyer, irrespective of the fact that a member of ICC is a lawyer or not (Rule 7(6)).
From India, New Delhi
Dear Madam
I am representing few MNC's as External Member on PAN INDIA BASIS.
i also take the liberty to bring to your kind attention that
You may be aware that apart from constitution of Internal Complaints Committee, Chapter VI Section 19(c) stipulates that every employer shall “organize workshops and awareness program at regular intervals for sensitizing the employees with the provisions of the Act and orientation program for the members of the Internal Committee.
We, S. G. MANAGEMENT SERVICES (SGM), apart from Labour Law Compliance,has been providing business consultancy on implementation of this new Sexual Harassment Act 2013 as a turnkey project. This is a very sensitive compliance issue and is as important as other labour laws and as important as filling your taxes. More than the penalties for non compliance it’s more so about safeguarding the employees, senior management and reputation of the organization.
We have been providing end to end consultancy on this subject right from Reviewing/Writing your HR policy on SHW, Retainer-ship Model – External ICC member, Orientation programs on the Act along with Gender Sensitization module, a detailed practical workshop on the Functioning of the Internal Complaints Committee packed with Case Studies, Scenarios, Videos and Mock Case Investigations.
We at SGM, have been working with several organizations from private sectors and each one of them comes with their internal complexities related to their big employee base, hierarchy, multiple locations, and several other factors. We have been providing end to end consultancy, on-site training and support with drawing up a robust policy and help with the external member to these companies on PAN INDIA basis. To name a few; AIRCOM International India Private Limited, Teoco Software Private Limited, Ganymede Technologies Private Limited, Freescale Semiconductor Private Limited and many more.
Attached, please find our Company Profile for your kind perusal.
In case you desire to avail our services please get in touch with us. It will be our privilege and pleasure to associate with you.
With WARM REGARDS
P. S. LAKSHMANAN
S. G. Management Services
KOLKATA
(M) 09831877248
(Phone) (033) 24292298
From India, Kolkata
I am representing few MNC's as External Member on PAN INDIA BASIS.
i also take the liberty to bring to your kind attention that
You may be aware that apart from constitution of Internal Complaints Committee, Chapter VI Section 19(c) stipulates that every employer shall “organize workshops and awareness program at regular intervals for sensitizing the employees with the provisions of the Act and orientation program for the members of the Internal Committee.
We, S. G. MANAGEMENT SERVICES (SGM), apart from Labour Law Compliance,has been providing business consultancy on implementation of this new Sexual Harassment Act 2013 as a turnkey project. This is a very sensitive compliance issue and is as important as other labour laws and as important as filling your taxes. More than the penalties for non compliance it’s more so about safeguarding the employees, senior management and reputation of the organization.
We have been providing end to end consultancy on this subject right from Reviewing/Writing your HR policy on SHW, Retainer-ship Model – External ICC member, Orientation programs on the Act along with Gender Sensitization module, a detailed practical workshop on the Functioning of the Internal Complaints Committee packed with Case Studies, Scenarios, Videos and Mock Case Investigations.
We at SGM, have been working with several organizations from private sectors and each one of them comes with their internal complexities related to their big employee base, hierarchy, multiple locations, and several other factors. We have been providing end to end consultancy, on-site training and support with drawing up a robust policy and help with the external member to these companies on PAN INDIA basis. To name a few; AIRCOM International India Private Limited, Teoco Software Private Limited, Ganymede Technologies Private Limited, Freescale Semiconductor Private Limited and many more.
Attached, please find our Company Profile for your kind perusal.
In case you desire to avail our services please get in touch with us. It will be our privilege and pleasure to associate with you.
With WARM REGARDS
P. S. LAKSHMANAN
S. G. Management Services
KOLKATA
(M) 09831877248
(Phone) (033) 24292298
From India, Kolkata
Dear Madam
I am representing few MNC's as External Member of ICC on PAN INDIA BASIS.
i also take this opportunity that -
You may be aware that apart from constitution of Internal Complaints Committee, Chapter VI Section 19(c) stipulates that every employer shall “organize workshops and awareness program at regular intervals for sensitizing the employees with the provisions of the Act and orientation program for the members of the Internal Committee.
We, S. G. MANAGEMENT SERVICES (SGM), apart from Labour Law Compliance,has been providing business consultancy on implementation of this new Sexual Harassment Act 2013 as a turnkey project. This is a very sensitive compliance issue and is as important as other labour laws and as important as filling your taxes. More than the penalties for non compliance it’s more so about safeguarding the employees, senior management and reputation of the organization.
We have been providing end to end consultancy on this subject right from Reviewing/Writing your HR policy on SHW, Retainer-ship Model – External ICC member, Orientation programs on the Act along with Gender Sensitization module, a detailed practical workshop on the Functioning of the Internal Complaints Committee packed with Case Studies, Scenarios, Videos and Mock Case Investigations.
We at SGM, have been working with several organizations from private sectors and each one of them comes with their internal complexities related to their big employee base, hierarchy, multiple locations, and several other factors. We have been providing end to end consultancy, on-site training and support with drawing up a robust policy and help with the external member to these companies on PAN INDIA basis. To name a few; AIRCOM International India Private Limited, Teoco Software Private Limited, Ganymede Technologies Private Limited, Freescale Semiconductor Private Limited and many more.
In case you desire to avail our services please get in touch with us. It will be our privilege and pleasure to associate with you.
With WARM REGARDS
P. S. LAKSHMANAN
S. G. Management Services
KOLKATA
(M) 09831877248
(Phone) (033) 24292298
From India, Kolkata
I am representing few MNC's as External Member of ICC on PAN INDIA BASIS.
i also take this opportunity that -
You may be aware that apart from constitution of Internal Complaints Committee, Chapter VI Section 19(c) stipulates that every employer shall “organize workshops and awareness program at regular intervals for sensitizing the employees with the provisions of the Act and orientation program for the members of the Internal Committee.
We, S. G. MANAGEMENT SERVICES (SGM), apart from Labour Law Compliance,has been providing business consultancy on implementation of this new Sexual Harassment Act 2013 as a turnkey project. This is a very sensitive compliance issue and is as important as other labour laws and as important as filling your taxes. More than the penalties for non compliance it’s more so about safeguarding the employees, senior management and reputation of the organization.
We have been providing end to end consultancy on this subject right from Reviewing/Writing your HR policy on SHW, Retainer-ship Model – External ICC member, Orientation programs on the Act along with Gender Sensitization module, a detailed practical workshop on the Functioning of the Internal Complaints Committee packed with Case Studies, Scenarios, Videos and Mock Case Investigations.
We at SGM, have been working with several organizations from private sectors and each one of them comes with their internal complexities related to their big employee base, hierarchy, multiple locations, and several other factors. We have been providing end to end consultancy, on-site training and support with drawing up a robust policy and help with the external member to these companies on PAN INDIA basis. To name a few; AIRCOM International India Private Limited, Teoco Software Private Limited, Ganymede Technologies Private Limited, Freescale Semiconductor Private Limited and many more.
In case you desire to avail our services please get in touch with us. It will be our privilege and pleasure to associate with you.
With WARM REGARDS
P. S. LAKSHMANAN
S. G. Management Services
KOLKATA
(M) 09831877248
(Phone) (033) 24292298
From India, Kolkata
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