Annual Report Filing– As per the Prevention of Sexual Harassment Act, 2013, there are 2 reports to be submitted by the employer:
- It is the duty of the ICC to submit an annual report, which includes the number of cases filed/disposed of every calendar year to the employer and district office.
- The employer has a statutory obligation to ensure this report is included in the annual report of the organization filed to the Registrar of companies.
Section 21 – Internal Committee to submit the annual report:
As per the Act –
(I) The Internal Committee or the Local Committee shall in each calendar year prepare, in such form and when may be prescribed, an annual report and submit the same to the employer and the District Officer.
(2) The District Officer shall forward a brief report on the annual reports received
The Act mandates submission of an Annual Report by the ICC/LCC to the employer/District Officer. The District Officer will forward a brief report on the annual reports to the appropriate State Government.
Section 22 – Employer to include information in the Annual report
As per the Act – “The employer shall include in its report the number of cases filed if any, and their disposal under this Act in the annual report of his organisation or where no such report is required to be prepared, intimate such number of cases, if any, to the District Officer.”
The latest Director’s Report Submitted under the Companies Act has the below section:
DISCLOSURE UNDER THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE
The Company has in place an Anti-Sexual Harassment Policy in line with the requirement of the Sexual Harassment of Women at the Workplace Act 2013. Internal Complaints Committee (ICC) has been set up to redress complaints received regarding sexual harassment. All employees (Permanent, Contractual, Temporary, Trainees) are covered under this policy.
The following is the summary of sexual harassment complaints received and disposed of during the year 2016-2017.
No. of Complaints received during the year:
No. of Complaints disposed of during the year:
Section 23 – State Government to track and maintain the data
As per the Act – “The appropriate Government shall monitor the implementation of this Act and maintain data on the number of cases filed and disposed of in respect of all cases of sexual harassment at workplace.”
Monitoring is a critical yardstick to measure success in terms of compliance with the Act. Additionally, it highlights those areas, in terms of law and practice, which may require improvement and/or additional information and guidance at both the State as well as the workplace levels.
