Nearly 25 Duties, Responsibilities & Role of Internal Committee- Apropos Amendment 2016
One of the Main Duty of the IC (Internal Committee) and the LC (Local Committee), entrusted to them by the Sexual Harassment of Woman at Workplace ( Prevention, Prohibition & Redressal) Act 2013, duly emphasized / underlined by the Amendment in 2016 (Sections 6,7 & 24)
is as follows:
1. To conduct proper Inquiry into Complaints of Sexual Harassments in accordance with the Principles of Natural Justice and the Procedures laid
down / prescribed for conducting such InternalInquiries; and
2. Submit proper Inquiry Report with definite and conclusive Findings; and
3. Which should be signed by/attested by all the Members of the IC and or the LC.as the case may be,inter alia.
The Moot Point /Point to Ponder is
Are the Members of the IC and or the LC thoroughly Trained or Oriented in Skills & Capcity to conduct Inquiries into Complaints of Sexual Harassments recieved or Reported by from and submitted by the Aggrieved Woman-Complainant?
May Be? May Not Be?
Conducting such Inquiries as per the Laws are Specialized Functions and Employees,by and large, are not Legally Trained Personsand are at a loss as to How to proceed with Inquiry Proceedings. For this reason,the applicable Act of 2013 has made it Mandatory / Compulsory the Employers /Head of Institutions to Organize Training Programs for such Members.
For any clafications, proper Guidance is available
Sharan
XLRI Alumnus and
Special Educator PoSH Programs &
Serving Member (External), Internal Committees, PAN India
Sept 24, 17
2One of the Main Duty of the IC (Internal Committee) and the LC (Local Committee), entrusted to them by the Sexual Harassment of Woman at Workplace ( Prevention, Prohibition & Redressal) Act 2013, duly emphasized / underlined by the Amendment in 2016 (Sections 6,7 & 24)
is as follows:
1. To conduct proper Inquiry into Complaints of Sexual Harassments in accordance with the Principles of Natural Justice and the Procedures laid
down / prescribed for conducting such InternalInquiries; and
2. Submit proper Inquiry Report with definite and conclusive Findings; and
3. Which should be signed by/attested by all the Members of the IC and or the LC.as the case may be,inter alia.
The Moot Point /Point to Ponder is
Are the Members of the IC and or the LC thoroughly Trained or Oriented in Skills & Capcity to conduct Inquiries into Complaints of Sexual Harassments recieved or Reported by from and submitted by the Aggrieved Woman-Complainant?
May Be? May Not Be?
Conducting such Inquiries as per the Laws are Specialized Functions and Employees,by and large, are not Legally Trained Personsand are at a loss as to How to proceed with Inquiry Proceedings. For this reason,the applicable Act of 2013 has made it Mandatory / Compulsory the Employers /Head of Institutions to Organize Training Programs for such Members.
For any clafications, proper Guidance is available
Sharan
XLRI Alumnus and
Special Educator PoSH Programs &
Serving Member (External), Internal Committees, PAN India
Sept 24, 17
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