Internal Complaints Committee
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) was enacted as a comprehensive legislation to provide a safe, secure and enabling environment, free from sexual harassment to every woman. This statute was enacted to fill the legislative void which had been partially addressed by the Supreme Court of India in Vishaka and Others v. State of Rajasthan and Others (1997 (7) SCC 323). In this seminal public interest litigation verdict, the Supreme Court of India had framed a set of guidelines (‘Vishaka Guidelines’) for dealing with instances of sexual harassment at the workplace, which has now been codified in the POSH Act.
Constitution of Internal Complaints Committee:
In compliance with the instructions of National Commission for Women and as per section 4(1) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Institute had duly constituted a Internal Complaint Committee for considering complaints of sexual harassment of women working in Vaikunta Baliga College of Law.
Objectives of the Committee:
- Implementation of the Anti–Sexual Harassment Policy at the workplace.
- Submit an Monthly Report to the concern authority (Including details like the number of case files at their disposal, etc.)
- Publicize the policy framework effectively.
- Provide the victims with a safe and accessible mechanism of complaint.
- Initiation of inquiry at the earliest.
- Redress the complaints in a judicious manner.
- Provide interim relief to the complainant.
- Provide an opportunity for conciliation wherever possible.
- Stick to the principles of natural justice at all stages of the proceedings.
- Whenever required, forward the complaint to the police.
- Submit the inquiry report along with recommendations.
- Maintain confidentiality in regard to the proceedings taking place before the Committee.
The Internal Complaints Committee’s major functions entail:
- Forceful implementation of the policies relating to the prevention of sexual harassment.
- strive to resolve complaints by the aggrieved complainant, and
- Henceforth, recommend actions to be taken by the employer.