The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
According to a recently released report, the absence of an Internal Complaints Committee (ICC) in more than half of India’s sports federations is worrying.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Prevention) Act, 2013 provides for Internal Complaints Committee (ICC) as the first level for any complaint.
It is also simply called the Prevention of Sexual Harassment Act (POSH Act).
An ICC has been mandated in every private or public organization with 10 or more employees. It should have at least four members.
One member will be nominated from among the non-governmental organizations or associations. At least half of the total nominated members shall be women. The POSH Act focuses on preventing, prohibiting and redressing acts of sexual harassment against women at the workplace.
This can make workplaces safer for women. The Act is based on the Vishaka guidelines laid down by the Supreme Court in 1997.
Other salient features of the POSH Act –
- It defines sexual harassment at workplace. Also, provides a mechanism for redressal of grievances.
- A broad definition of aggrieved woman has been laid down. It covers all women victims, irrespective of their age or employment status and whether they are employed in organized or unorganized sector, public or private sector. Apart from this, customers, clients and domestic servants have also been included.
- A local committee will be constituted by the District Magistrate to lodge complaints against organizations with less than 10 employees or the employer himself.
- Responsibility of Administration: The State Government shall notify the District Officer in every district, who shall constitute a Local Complaints Committee (LCC) to enable women in the unorganized sector or small establishments to work in an environment free from sexual harassment Can go
Source – Indian Express
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