05-05-2023, 11:01 PM
The Internal Complaints Committee (ICC) is a committee set up by an organization to handle complaints of sexual harassment. According to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, every employer is required to constitute an ICC within their organization.
The ICC is responsible for receiving and investigating complaints of sexual harassment at the workplace, and recommending appropriate action to be taken against the accused. The committee should be headed by a woman and at least half of its members should be women. The ICC should also include an external member who is familiar with issues related to sexual harassment.
The constitution of the ICC should be communicated to all employees of the organization, and employees should be made aware of the details of the committee and its functions. The ICC should also conduct regular awareness and sensitization programs on sexual harassment for all employees.
The ICC should be set up in a timely manner, and should function independently and impartially. Members of the ICC should be trained in the legal and procedural aspects of handling complaints of sexual harassment.
The ICC should maintain confidentiality of the complainant and the accused during the investigation process. It should also ensure that there is no victimization or retaliation against the complainant or witnesses.
Overall, the constitution of the ICC is an important step in ensuring a safe and harassment-free workplace for all employees.
The ICC is responsible for receiving and investigating complaints of sexual harassment at the workplace, and recommending appropriate action to be taken against the accused. The committee should be headed by a woman and at least half of its members should be women. The ICC should also include an external member who is familiar with issues related to sexual harassment.
The constitution of the ICC should be communicated to all employees of the organization, and employees should be made aware of the details of the committee and its functions. The ICC should also conduct regular awareness and sensitization programs on sexual harassment for all employees.
The ICC should be set up in a timely manner, and should function independently and impartially. Members of the ICC should be trained in the legal and procedural aspects of handling complaints of sexual harassment.
The ICC should maintain confidentiality of the complainant and the accused during the investigation process. It should also ensure that there is no victimization or retaliation against the complainant or witnesses.
Overall, the constitution of the ICC is an important step in ensuring a safe and harassment-free workplace for all employees.