Every investigation must reach a logical and just conclusion. Under the POSH Act , 2013, the Internal Committee (IC) is mandated to complete its inquiry within a fixed timeframe and deliver a reasoned, evidence-based report. Step 7, Completion of Inquiry & Findings, is where the IC translates all testimonies, documents, and evidence into a clear determination of whether sexual harassment has been proved. This stage is critical because it directly impacts the future of the complainant, the respondent, and the organization. 1. Timeline for Completion The POSH Act requires the IC to complete its inquiry within 90 days of receiving the complaint. This ensures the process is not prolonged unnecessarily and that both parties receive closure in a reasonable timeframe. 2. Elements of the Final Findings The IC’s findings must be clear, detailed, and impartial. A comprehensive report typically includes: Allegations examined: Specific incidents or behaviors raised in the complaint. Evidence c...
Introduction Workplace sexual harassment results in employee attrition and is a serious issue that affects many employees around the world. Seven out of ten women who leave a workplace due to an experience of workplace sexual harassment do so without informing their employer. This is a troubling statistic that raises questions about why so many victims of workplace sexual harassment do not come forward. In this article, we will explore some of the reasons why employees do not file a complaint of workplace sexual harassment, AND, as an employer, what is it that you can do to change this. Reasons for not reporting workplace sexual harassment Fear of Retaliation One of the main reasons why employees do not file a complaint of workplace sexual harassment is fear of retaliation. Victims may worry that they will be retaliated against by their harasser, their supervisor, or other co-workers if they report the harassment. Retaliation can take many forms, including being demote...