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The Sexual Harassment of Woman at Workplace (Prevention, Prohibition and Redressal) Act, 2013 vests in the IC with the powers of a civil court to hear and redress grievances in a time-bound and sensitive manner. Being an IC member is a position of great power and greater responsibility and therefore, it is vital for every member of the IC to understand the principles of natural justice and implement the same while hearing and redressing grievances.
The Act covers all organisations and workplaces including but not limited to government, public, private, non-government, educational and domestic workplaces, hospitals, stadia or any location visited by the employees. The Act mandates certain key legal requirements, activities, procedures and processes that need to be put in place for all organisations to provide safe working environment the failure of which in consecutive manner could even result in cancellation of business registrations.
The appropriate Government or the local authority or a Government company or a corporation or a co-operative society having more than 10 workers to constitute Internal Complaint Committee (ICC) for receiving complaints of sexual harassment. The Act casts an obligation upon employers to constitute Internal Complaint Committee. Section 23 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 casts responsibility on the appropriate Government to monitor the implementation of this Act and maintain data on the number of cases filed and disposed off.