In case the complaint is found to be intentionally false and malicious, the Complainant is liable for appropriate corrective action.
In cases where there is insufficient evidence to prove that harassment has taken place then IC would deem the complaint not proven and not file the same as a false complaint and the complainant will not be liable.
On completion of the 3 year tenure of the IC members, in case there is a shortage of eligible members to be nominated to the new IC, can we give a break of a few days to the old members and re-appoint them to the IC to meet the requirement of law?
The PoSH training is to be designed in accordance with the guideline in the Rules. It includes
What is sexual harassment?
How to seek help if they face sexual harassment
Who to report to if they face or observe sexual harassment
What are the rights of the employee - Confidentiality, Interim protection among others
** Note - Due to some concerns Ms. Chryslynn is not able to post her response, hence I am sharing the response on behalf of her
Thank you so much Ms. Chryslynn D’Costa ( especially extending to address so many user queries after the scheduled session time) You are awesome!
It was very insightful, informative and knowledgeable for all. It was indeed a great session of abundance of knowledge on PoSH Compliances and building a safe workplace free from sexual harrasment. Thank you for creating an amazing experience for our members.
Community members, in case there are any unanswered questions, please post it in the thread or in the community directly, our experts will guide you with your doubts.
We are thankful to each and everyone who attended, liked and viewed the session.
So, we are now coming to a close to this edition of LIVE discussion with the expert on the greytHR community. This thread will always be available for reference. Any questions which went unanswered will be responded latest by monday.
It has been prescribed that the Presiding Officer and every Member of the IC shall hold office for such a period not exceeding 3 years, from the date of their nomination as may be specified by the employer.
It is necessary that the employer shall keep track of the tenure of each member and shall ensure that the new member is nominated to IC after the completion of 3 years.
However, there is no specific clause in the Act disqualifying members of the outgoing committee for re-appointment.
However, we do not recommend the same. We recommend following the letter of the law to avoid any compliance issues during future audits.