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...
The Protection of Women from Sexual Harassment (POSH) Act, 2013 , primarily aims to prevent and redress sexual harassment of women at the workplace. While the Act is designed to protect the rights and dignity of women who are victims of sexual harassment, it also includes provisions to ensure that the accused individuals are treated fairly and have their rights upheld. Here are some key rights of the accused under the POSH Act: Right to a Fair and Impartial Inquiry: The accused has the right to a fair and impartial inquiry into the allegations of sexual harassment. The Internal Complaints Committee (ICC) or the Local Complaints Committee (LCC), responsible for conducting the inquiry, must ensure that the process is unbiased and follows the principles of natural justice. Right to Be Informed: The accused has the right to be informed of the allegations made against them. They should receive a written complaint or notice detailing the charges and any evidence provided by the co...