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Sexual Harassment is the “behavioural execution of a defective, discriminating, imposing mentality to cause discomfort, shame and insult.”

Sexual harassment of a woman in the workplace is of serious concern to humanity on the whole. It cannot be construed to be in a narrow sense, as it may include sexual advances and other verbal or physical harassment of a sexual nature. The victims of sexual harassment face psychological and health effects like stress, depression, anxiety, shame, guilt and so on.

The Act states that any of the following (directly or by implication) shall mean Sexual Harassment:

  1. physical contact and advances
  2. demand or request for sexual favours
  3. making sexually coloured remarks
  4. showing pornography
  5. any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

The Act has further widened the definition of sexual harassment by providing that any of the following circumstances, related to sexual harassment, may also amount to Sexual Harassment:

  1. implied or explicit promise of preferential treatment in the victims’ employment
  2. implied or explicit threat of detrimental treatment in the victims’ employment
  3. implied or explicit threat about the victim’s present or future employment status
  4. interferes with the victims’ work or creating an intimidating or offensive or hostile work environment for her
  5. humiliating treatment likely to affect the victims’ health or safety.

ICC is the Internal Complaints Committee of a workplace to receive and redress complaints of sexual harassment.

Deepti Menon
deepti.menon@ample.co.in
7259016014

Jagannath M E
jagannath.miraskar@ample.co.in
9686685457

Priya D Surana
priya.surana@ample.co.in
7259016030

Lakshmi Gopu(Presiding Officer)
lakshmi.gopu@ample.co.in
7259016026

Abhishek Bhatnagar
abhishek.bhatnagar@ample.co.in
6366776657

Aparajita Sharan Srivastava(External Member)
aparajita.sharan@ample.co.in
8051137852

The written complaint should contain a description of each incident(s). It should include relevant dates, timings and locations; name of the respondent(s); and the working relationship between the parties. A person designated to manage the workplace sexual harassment complaint is required to provide assistance in writing of the complaint if the complainant seeks it for any reason.

When it comes to redress for workplace sexual harassment, a team member/worker/consultant (Direct or Indirect) has a right to expect – a trained, skilled and competent complaints committee, a time-bound process, information confidentiality, assurance of non-retaliation, counselling or other enabling support where needed and assistance if the complainant opts for criminal proceedings.

Based on its findings, the ICC shall then make appropriate recommendations which may include:

Where the Complaints Committee upholds the Complaint, it may recommend such action as stated within the relevant Policy or Service Rules, which may include a warning to terminate.

In case service rules do not exist, recommended action may include:

  1. Disciplinary action, including a written apology, reprimand, warning, censure
  2. Withholding promotion/pay raise/increment
  3. Termination
  4. Counselling
  5. Community service.

The Complaints Committee may also recommend financial damages to the complainant, while deciding on the extent they shall take into consideration

  1. Mental trauma, pain, suffering and emotional distress caused
  2. Medical expenses incurred
  3. Loss of career opportunity
  4. Income and financial status of the respondent.

eMail icc@ample.co.in