Composition: The ICC is typically composed of internal and external members, who are appointed by the employer. As per the Act, the ICC should have at least one external member who is a woman familiar with issues related to sexual harassment, and who is not employed in the same organization. The ICC is usually chaired by a woman, and its members may include representatives from human resources, legal, administration, and other relevant departments.

Expertise and Training: The ICC members are expected to have a thorough understanding of the Sexual Harassment of Women at Workplace Act, 2013 and its provisions, as well as knowledge about gender sensitivity, workplace dynamics, and principles of natural justice. They may also receive training on handling complaints, conducting inquiries, and maintaining confidentiality.

Independence and Impartiality: ICC members are expected to be impartial, independent, and free from any conflicts of interest. They are responsible for ensuring that complaints are handled objectively and without bias, and that the principles of natural justice, including the right to be heard, are upheld.

Confidentiality: ICC members are required to maintain strict confidentiality of all information related to complaints, including the identity of the complainant, the accused, and any witnesses. They are bound by confidentiality obligations even after the conclusion of the inquiry.

Complaint Handling: The ICC is responsible for receiving and addressing complaints of sexual harassment in a timely and sensitive manner. This includes conducting inquiries, providing an opportunity for both the complainant and the accused to be heard, collecting evidence, and making recommendations for appropriate action or remedies.

Record Keeping and Reporting: The ICC is responsible for maintaining proper records of all complaints, inquiries, and actions taken. They may also be required to prepare and submit reports to the employer or other designated authorities, as per the requirements of the Act.Compliance and

Compliance Reporting: The ICC is responsible for ensuring that the organization complies with the provisions of the Sexual Harassment of Women at Workplace Act, 2013. This includes monitoring the implementation of preventive measures, conducting awareness programs, and providing guidance to employees on the Act's provisions. The ICC may also be required to submit annual reports on the number of complaints received and actions taken to the employer or the appropriate authority, while maintaining the confidentiality of the complainants.

INTERNAL COMPLAINTS CELL - COMMITTEE 2021-22

Reports of ICC 2021-22

Reports of ICC for 2020-21

ICC reports 2019-20

ICC reports 2018-19

ICC reports 2017-18

Guidelines of ICC issued by UGC