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 POSH Act has brought about a significant shift in workplace culture in India, particularly in organizations that have taken proactive steps to implement its provisions. Companies that have established robust Internal Complaints Committees (ICCs) and conducted awareness programs have seen a decrease in instances of sexual harassment, as employees are more informed and empowered to report misconduct. Case studies from large corporations like Infosys and TCS show how training programs, workshops, and open-door policies have helped in creating safer workplaces. These organizations report increased employee satisfaction and trust in the grievance redressal process. Employees are now more confident that complaints will be taken seriously and that appropriate action will be taken against offenders. However, there are still gaps in smaller organizations and unorganized sectors where the implementation of the POSH Act is often lax. In these environments, cultural norms may still perpetuate...