This PPT is for training the ICC members of the PPROSH committee. Describes the roles of ICC members and limitations of ICC members.

2. AGENDA
 Workplace sexual harassment –
What is it?
 Prevention and prohibition
 Redress
 Monitoring
 Global norms and good practices

3. Objective:
 To provide ICC members about the
Prevention, Prohibition and
Redressal of sexual Harassment
(PPROSH) at workplace
 To make members understand
about the Powers and Limitations of
ICC members
 To provide members with the
knowledge to examine, investigate,
and assess a case and to deliver an
unbiased judgement.

4. What is Gender Neutral PPROSH policy?
It is a policy designed to prevent, prohibit, and redress sexual
harassment at workplace.
The prevention of workplace sexual harassment act 2013

5. What is sexual
Harassment?
Unwelcomed sexually tinted behaviour, whether
directly or by implication
Such as
 physical contact and advances
 demand or request for sexual favours
 making sexually coloured remarks
 showing pornography, or
 any other unwelcome physical, verbal or non-
verbal conduct of a sexual nature

6. What can also be
Sexual Harassment?
 The harasser threatening to
withhold or making the promise of:
 A promotion
 Better work schedule
 Title/position
 Compensation
 Not firing you

7. What can also be
Sexual Harassment?
 interference with work
 creating an intimidating work
environment

 offensive or hostile work
environment
8/4/2023
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8. What can also be Sexual
Harassment?
Humiliating treatment likely to affect the employee’s health or safety

9. Which employees
comes under this act?
 regular, temporary, co-workers,
probationers, trainees, and
apprentices
 ad hoc employees, individuals
engaged on daily wage basis,
either directly or through an
agent, contract labourers
 with or without the knowledge of
the principal employer

10. What if it happens outside the primary place
of employment?

13. Powers of the ICC members
ICC members have the same powers as are vested in a civil court under the Code
of Civil Procedure, 1908. when trying a suit in respect of:
a) summoning and enforcing the attendance of any person and examining him on oath;
b) requiring the discovery and production of documents; and
c) any other matter which may be prescribed

14. Role of ICC Members
Registering a
complaint
Investigating –
conducting
interview.
Presenting
findings to the
Management.
Examining
documentary
evidences.
Suggesting
Management for
appropriate
disciplinary action

15. Role of External Member
Answer Questions from the
employees and the IC
members about the POSH act
Help the Organization to be
POSH compliant
Supervise the inquiry
proceedings of sexual
harassment complaints
Prepare the minutes of the IC
meetings and assist IC
members to prepare the
annual report.
Help in creating awareness of
the act amongst the
employees.

19. Redressal Process

20. Management must act on the
ICC report within 60 days from
submission
Disciplinary Action
A written complaint to be made
within 90 days of the incident.
Conciliation between parties at
the behest of the complainant.
SH incident complaint
ICC report to be submitted
within 10 days. Consequences
are discussed with both the
parties.
Discussion with both the
parties
All parties interview on record
and documentary evidence is
examined..
Enquiry by ICC members
This should be completed
within 90 days by ICC and
shared with management.
Findings and
recommendations by ICC
Step 3
Step 2
Redressal Process
Step 1
Step 4
Step 5
In case of Fraudulence,
disciplinary action to be taken

21. Interim Relief
Transfer the aggrieved woman/man or the respondent to any other location.
Granting leave to the aggrieved woman/man up to a period of 3
months in addition to her regular statutory/ contractual leave
entitlement.
Restrain respondent from reporting on the work of aggrieved woman/man or
writing her confidential report.

22. Confidentiality

23. Details of the respondent and the aggrieved person cannot be disclosed to any
other person apart from the ICC members, the Presiding officer, and the
management.
No information shall be given to public, press and social media in any manner.
Information pertaining to workplace sexual harassment shall not be subject to
the provisions of The Right to Information Act, 2005
Keep it Confidential

24. What happens if we fail to comply with
the workplace sexual harassment act?

25. Queries

26. Thank You