Internal Complaints Committee (ICC)
The posh at work Act requires every organisation with ten (10) or more workers to form an Internal Complaints Committee by written order. The internal complaints committee will have sufficient authority to examine sexual harassment accusations and resolve them in accordance with the posh at work Act andposh at work Rules. If an organisation has many administrative divisions in various places, the internal complaints committee must be formed in each of them.
If the organisation has fewer than ten (10) workers, it is not required to form the internal complaints committee, and any sexual harassment accusations will be directed to the local complaints committee, which is established by district officials in each district in compliance with the posh at work Act.
Sexual harassment in the workplace is an extremely delicate subject that must be addressed with the utmost care, patience, and understanding. As a result, it is critical that complaints be resolved as soon as possible in order to guarantee a peaceful and harassment-free workplace for all employees. As a result, forming an internal complaints committee sends a strong statement that the firm is fully dedicated to working toward women's safety. Nonetheless, it is important to highlight that forming an internal complaints committee is a legal obligation under the posh at work Act, and failure to do so can result in significant fines and the loss of a licence to conduct commercial activities.
Composition of the ICC
An ICC formed by an organisation must have at least four (four) members, including one external member, and at least one-half of the internal complaints committee members must be women.
The three categories of internal complaints committee members are as follows:
- Presiding Officer
The Presiding Officer is the chairwoman of the internal complaints committee and must be a female employee in a high position within the organisation.
- Members of the Workforce
At least two (two) people must be nominated as internal complaints committee staff members. It is preferred that the aforementioned employee members have extensive legal expertise and have previously worked for a social cause or women's safety.
- External Participant
The posh at work Act defines an external member as a person from a non-governmental organisation or group dedicated to the cause of women, or any individual who is familiar with sexual harassment concerns in general.
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