Statutory Committees

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Internal Committee

Duties of employer   --Every employer shall—  

(a) Provide a safe working environment at the workplace with shall include safety from the persons coming into contact at the workplace; 

(b) Display at any conspicuous place in the workplace, the penal consequences of sexual harassments; and the order constituting, the Internal Committee under sub-section (1) of section 4; 

(c) Organize workshops and awareness programmes at regular intervals for sensitising the employees with the provisions of the Act and orientation programmes for the members of the Internal Committee in the manner as may be prescribed;  

(d) Provide necessary facilities to the Internal Committee or the Local Committee, as the case may be, for dealing with the complaint and conducting an inquiry; 

(e) Assist in securing the attendance of respondent and witnesses before the Internal Committee or the Local Committee, as the case may be;  

(f) Make available such information to the Internal Committee or the Local Committee, as the case be, as it may require having regard to the complaint made under sub-section (1) of section 9;  

(g) provide assistance to the woman if she so chooses to file a complaint in relation to the offence under the Indian Penal Code (45 of 1860) or any other law for the time being in force; 

(h) cause to initiate action, under the Indian Penal Code (45 of 1860) or any other law for the time being in force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee, in the workplace at which the incident of sexual harassment took place; 12 

(i) treat sexual harassment as a misconduct under the service rules and initiate action for such misconduct;  

(j) Monitor the timely submission of reports by the Internal Committee. 

 

Responsibilities of Internal Complaints Committee (ICC) - The Internal Complaints Committee shall:

(a) provide assistance if an employee or a student chooses to file a complaint with the police;
(b) provide mechanisms of dispute redressal and dialogue to anticipate and address issues through just and fair conciliation without undermining complainant’s rights, and minimize the need for purely punitive approaches that lead to further resentment, alienation or violence;
(c) protect the safety of the complainant by not divulging the person’s identity, and provide the mandatory relief by way of sanctioned leave or relaxation of attendance requirement or transfer to another department or supervisor as required during the pendency of the complaint, or also provide for the transfer of the offender;
(d) ensure that victims or witnesses are not victimised or discriminated against while dealing with complaints of sexual harassment; and
(e) ensure prohibition of retaliation or adverse action against a covered individual because the employee or the student is engaged in protected activity.