13 Jul Section 22: A Pillar of Compliance
As per The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, it is one of the duties of an employer to create an environment which is free from sexual harassment and provide a complaint procedure for women who otherwise would be forced to suffer in silence. Compliance with this law has been made mandatory for every organisation.
One of the enforcing sections of this Act is Section 22 �€” ‘Employer to include information in Annual Report: The employer shall include in its report the number of cases filed, if any, and their disposal under this Act in the Annual Report of his organisation or where no such report is required to be prepared, intimate such number of cases if any, to the District Officer’ �€” an important facet of the law explaining the role of how the employer is liable if s/he does not comply with these provisions, and formally file a report on the same.
Disclosure is to be made in terms of a summary. Typically, it would read as:
“The Company has in place an Anti-Sexual Harassment Policy in line with the requirements of The Sexual Harassment of Women at the Workplace (Prevention, Prohibition & Redressal) Act, 2013. Internal Complaints Committee (ICC) has been set up to redress complaints received regarding sexual harassment. All employees (permanent, contractual, temporary, trainees) are covered under this policy.
- Number of complaints received:
- Number of complaints disposed off: