13 Jul How the Internal Complaints Committee (ICC) empowers an organisation
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is an act that seeks to provide protection as well as work towards prevention and redressal of complaints of sexual harassment.
The Act requires all organisations to set up an Internal Complaints Committee (ICC) at each location to address the issue of sexual harassment. The role of an Internal Complaints Committee is to act as a redressal authority, thereby regulating a smooth and safe functioning of the work environment. It also serves as a platform for women to raise their voice with reference to their security as an individual as well as an employee within the organisation. In case of a harassment incident, it is the ICC which provides redressal in accordance with principles of natural justice. Hence the ICC is the first call-to-action that a woman utilises.
- Members of the ICC are to be nominated by the employer and headed by a Presiding Officer who is a women employee employed at a senior position
- At least two members from amongst employees preferably committed to the cause of women or who have had experience in social work or have legal knowledge
- One member from amongst non-governmental organisations or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment e.g. lawyer
- At least one-half of the members of ICC nominated by the employer must be women
- Provide assistance to the aggrieved woman to file an official complaint, if required
- Complete the redressal within 90 days from receipt of complaint
- Submit Annual Report each year to the organisation and district officer, incorporating details of number of complaints received and disposed off during the year, cases pending for more than 90 days, number of workshops conducted or and the nature of action taken