Responsibilities for Complaint Redressal– Managers and supervisors must take any complaint of sexual harassment that they receive seriously. They should immediately re-process the complaint to human resources or any other company representative charged compliance responsibilities. They should assure employees that no retaliation will be taken against anyone who files a complaint and that their complaints will be handled as discreetly as possible. They should also tell anyone who complains that their allegations will be promptly and thoroughly investigate.
Conciliation as per Act
As per the PoSH Act, sections on the conciliation of sexual harassment are listed below:
Section 10. Conciliation
Sub-section 1. The Internal Committee or, as the case may be, the Local Committee, may, before initiating an inquiry under section 11 and at the request of the aggrieved woman take steps to settle the matter between her and the respondent through conciliation:
- Provided that no monetary settlement shall be made as a basis of conciliation.
Sub-section 2. Where a settlement has been arrived at under sub-section (I), the Internal Committee or the Local Committee, as the case may be, shall record the settlement so arrived and forward the same to the employer or the District Officer to take action as specified in the recommendation.
Sub-section 3. The Internal Committee or the Local Committee, as the case may be, shall provide the copies of the settlement as recorded under sub-section (2) to the aggrieved woman and the respondent.
Sub-section 4. Where a settlement is arrived at under sub-section (1), no further inquiry shall be conducted by the Internal Committee or the Local Committee, as the case may be.
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