Internal Complaints Committee (ICC)
Kartavya Desk Staff
Source: TH
Context: The tragic self-immolation of a student in Odisha, allegedly after her sexual harassment complaint was dismissed by her college’s Internal Complaints Committee (ICC), has triggered nationwide scrutiny.
About Internal Complaints Committee (ICC):
• What is the ICC? An Internal Complaints Committee (ICC) is a mandatory institutional redressal mechanism created under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) to address complaints of sexual harassment at the workplace.
• An Internal Complaints Committee (ICC) is a mandatory institutional redressal mechanism created under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) to address complaints of sexual harassment at the workplace.
• Legal Basis & Background:
• Evolved from Vishaka Guidelines (1997) by the Supreme Court, following the Bhanwari Devi case. Formalised by the POSH Act, 2013, post the Nirbhaya case. Made mandatory for all workplaces with more than 10 employees. For smaller or informal sectors, Local Complaints Committees (LCCs) operate at the district level.
• Evolved from Vishaka Guidelines (1997) by the Supreme Court, following the Bhanwari Devi case.
• Formalised by the POSH Act, 2013, post the Nirbhaya case.
• Made mandatory for all workplaces with more than 10 employees.
• For smaller or informal sectors, Local Complaints Committees (LCCs) operate at the district level.
• Objectives of the ICC:
• Prevent and redress sexual harassment at the workplace. Create a safe, inclusive, and gender-just work environment. Ensure fair and confidential grievance redressal. Empower women to report violations without fear of reprisal.
• Prevent and redress sexual harassment at the workplace.
• Create a safe, inclusive, and gender-just work environment.
• Ensure fair and confidential grievance redressal.
• Empower women to report violations without fear of reprisal.
• Key Features and Functions:
• Composition: Presided over by a senior female employee, at least half the members must be women, and one must be from an NGO or have legal/social expertise. Jurisdiction: Can receive complaints within 3 months of the incident and initiate conciliation or inquiry proceedings. Quasi-judicial Powers: Can summon witnesses, gather evidence, and recommend disciplinary or legal action. Timely Inquiry: Must complete inquiry within 90 days, and submit recommendations within 10 days thereafter. Confidentiality Mandate: All proceedings, identities, and outcomes are confidential under Section 16 of the Act.
• Composition: Presided over by a senior female employee, at least half the members must be women, and one must be from an NGO or have legal/social expertise.
• Jurisdiction: Can receive complaints within 3 months of the incident and initiate conciliation or inquiry proceedings.
• Quasi-judicial Powers: Can summon witnesses, gather evidence, and recommend disciplinary or legal action.
• Timely Inquiry: Must complete inquiry within 90 days, and submit recommendations within 10 days thereafter.
• Confidentiality Mandate: All proceedings, identities, and outcomes are confidential under Section 16 of the Act.
• Significance of ICCs:
• Ensures institutional accountability in safeguarding women’s rights. Acts as a deterrent against power abuse and harassment in hierarchal workplaces. Empowers women with a legal and secure grievance forum. Promotes compliance culture and strengthens India’s commitment to gender justice.
• Ensures institutional accountability in safeguarding women’s rights.
• Acts as a deterrent against power abuse and harassment in hierarchal workplaces.
• Empowers women with a legal and secure grievance forum.
• Promotes compliance culture and strengthens India’s commitment to gender justice.