The Internal Committee (IC) plays a crucial role under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act). It is responsible for receiving, investigating, and addressing complaints of sexual harassment in the workplace while ensuring a fair and confidential process.
Key points:
- Receiving complaints: The Internal Committee accepts complaints of workplace sexual harassment from aggrieved women employees.
- Conducting inquiries: It carries out an impartial inquiry by hearing both the complainant and the respondent and examining the available evidence.
- Maintaining confidentiality: The IC is required to keep the identity of the parties, witnesses, and details of the proceedings confidential, as mandated by the POSH Act.
- Recommending interim relief: During the inquiry, the IC may recommend measures such as transfer of either party, leave for the complainant, or other appropriate interim relief, where necessary.
- Submitting findings: After completing the inquiry, the IC submits its findings and recommendations to the employer for appropriate action.
- Promoting awareness: The committee also helps create awareness about workplace sexual harassment by supporting training programs, sensitization activities, and promoting a safe work environment.
- Ensuring compliance: The IC assists the employer in complying with the requirements of the POSH Act and maintaining a workplace free from sexual harassment.
