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Posh Law - From Committee to Company The inquiry process under the POSH Act , 2013 culminates in a written report by the Internal Committee (IC). Once the inquiry is complete and findings are recorded, the IC is duty-bound to formally submit its report to the employer and the concerned authorities. Step 8 Submission of Report is not just an administrative formality, but the bridge between investigation and corrective action. It ensures accountability, transparency, and compliance with the law. 1. Legal Timeline for Report Submission The POSH Act mandates that the IC submit its inquiry report within 10 days of completing the investigation. This prevents unnecessary delays and ensures timely follow-up action by the employer. 2. Who Receives the Report? The final inquiry report must be submitted to: The Employer: For workplace-level action, including disciplinary measures or organizational policy interventions. The District Officer (DO): As part of statutory reporting requirements under P...

Protecting Dignity During the Process:  The POSH Act , 2013 not only lays down procedures for investigating sexual harassment complaints but also emphasizes protecting the complainant during the pendency of inquiry. Since investigations can take time, the law empowers the Internal Committee (IC) to recommend interim reliefs, temporary measures that safeguard the dignity, safety, and well-being of the complainant without prejudging the outcome of the case. 1. The Purpose of Interim Relief Interim reliefs act as a protective shield, ensuring that the complainant is not exposed to continued harassment, retaliation, or an unsafe work environment while the inquiry is ongoing. These measures aim to: Prevent further trauma or intimidation. Maintain a neutral work environment. Assure the complainant that the organization prioritizes her safety and dignity. 2. Types of Interim Reliefs Under the POSH Act The IC may recommend to the employer one or more of the following during inquiry: Transf...