It is formed according to the provisions of the POSH ACT – Sexual Harassment of Women at Workplace Act of 2013, 9th December 2013. It is also mentioned in University Grants Commission (Prevention, Prohibition and Redressal of sexual harassment of women employees and students in higher educational institutions) Regulations, 2015- 2nd May 2016.
What is ICC?
As per the POSH Act, an employer has 10 workers or more is required to set up an Internal Complaints Committee for the Redressal of ‘Sexual harassment complaints at such entity and to regulate and administer complaints on sexual harassment. An Internal Complaints Committee is required to be constituted which shall submit an annual report to its employer and District Officer.
What is POSH?
POSH or the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the Act) is a groundbreaking law on a much-needed and burning issue. It is India’s first codified legislation that categorically deals with the prevention, prohibition, and redressal of sexual harassment of women at the workplace.
The Act came into force on December 9, 2013, and is binding on every organization, public or private, having more than 10 employees.
Responsibilities of Internal Complaints Committee
Every organization is bound by POSH law to publish the names and details of the current IC members on the premises at prominent places as well as on their official website.
The main responsibility that lies with the IC is:
Receive complaints of sexual harassment at the workplace
Initiate and conduct an inquiry as per the company’s procedure
Submit findings and recommendations of all such inquiries
Coordinate with the Employer in implementing appropriate action
Maintain strict confidentiality throughout the process as per established guidelines of the Internal Complaints Committee Policy
