What this draft covers
- Constitution and quorum of the Internal Committee
- Receiving the complaint and limitation period
- Conciliation and interim relief
- Notice to respondent, hearings and evidence
- Inquiry report, employer action and appeal timelines
- Confidentiality, false complaints and annual report
When to use it
Use when an Internal Committee receives a complaint and needs to follow the procedure under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and its Rules.
Format: Editable Word document (.docx), 3 pages.
Preview
CHECKLIST FOR INQUIRY INTO A COMPLAINT OF SEXUAL HARASSMENT AT THE WORKPLACE
Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“the Act”) and the Rules, 2013
A. BEFORE THE COMPLAINT
☐ An Internal Committee (IC) is constituted at every office or administrative unit with 10 or more employees, with a Presiding Officer who is a woman employed at a senior level, at least two members from among employees, and one external member from an NGO or association committed to women’s causes or familiar with sexual harassment issues; at least half the members are women (Section 4).
☐ The names and contact details of IC members are displayed at a conspicuous place, and the policy has been communicated to employees.
B. RECEIVING THE COMPLAINT
☐ Complaint is in writing, with six copies and supporting documents and names of witnesses (Rule 7(1)); if the aggrieved woman …
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