Introduction 

Chapter V of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act (POSH Act) establishes a comprehensive framework for conducting inquiries into complaints of sexual harassment, providing detailed procedures that balance the rights of both complainants and respondents while ensuring fair and transparent proceedings. 

Section 12: Action During Pendency of Inquiry 

• Interim Relief Measures: 
  • Section 12(1) empowers the Internal Committee or Local Committee to recommend interim relief measures during the pendency of an inquiry upon written request by the aggrieved woman. The available relief measures include: 
    • Transfer provisions: Either the aggrieved woman or the respondent may be transferred to another workplace to prevent further harassment or ensure unbiased proceedings. 
    • Leave entitlement: The aggrieved woman may be granted leave up to three months to recover from trauma or prepare for proceedings. 
    • Additional relief: Other prescribed relief measures as may be deemed necessary. 
• Additional Leave Entitlement: 
  • Section 12(2) clarifies that any leave granted under this provision shall be in addition to the regular leave entitlements of the aggrieved woman, ensuring that seeking justice does not prejudice her employment benefits. 
• Implementation Mandate: 
  • Section 12(3) places a mandatory obligation on employers to implement the Committee's recommendations and submit implementation reports, ensuring accountability in the interim relief process. 

Section 13: Inquiry Report and Recommendations 

• Timeline for Report Submission: 
  • Section 13(1) establishes strict timelines requiring the Internal Committee or Local Committee to submit their findings to the employer or District Officer within ten days of inquiry completion.  
  • The report must be made available to all concerned parties, ensuring transparency in the process. 
• Findings of Non-Substantiation: 
  • Section 13(2) addresses cases where allegations are not proved, recommending no action against the respondent, thereby protecting against unfounded accusations. 
• Findings of Substantiated Allegations: 
  • Section 13(3) outlines the Committee's powers when allegations are proved, including: 
    • Disciplinary action: Recommendations for action in accordance with applicable service rules. 
    • Compensation determination: Authority to recommend salary deductions for payment to the aggrieved woman as per Section 15 guidelines. 
    • Recovery mechanisms: Provisions for recovery through District Officers when direct deduction is not possible. 
• Implementation Timeline: 
  • Section 13(4) mandates that employers or District Officers must act upon Committee recommendations within sixty days of receipt, ensuring prompt resolution. 

Section 14: Punishment for False or Malicious Complaints 

• Action Against Malicious Complaints: 
  • Section 14(1) addresses the serious issue of false or malicious complaints while incorporating important safeguards: 
    • Establishes criteria for determining malicious intent including knowingly false complaints and forged documents. 
    • Provides that mere inability to substantiate a complaint does not attract punishment. 
    • Requires establishment of malicious intent through proper inquiry procedures before recommending action. 
  • Action Against False Evidence: 
    • Section 14(2) empowers Committees to recommend action against witnesses who provide false evidence or produce misleading documents, maintaining the integrity of the inquiry process. 

Section 15: Determination of Compensation 

• Section 15 establishes a comprehensive framework for determining compensation amounts, considering: 
  • Psychological impact: Mental trauma, pain, suffering, and emotional distress 
  • Professional consequences: Loss of career opportunities due to harassment 
  • Medical expenses: Costs incurred for physical or psychiatric treatment 
  • Financial capacity: Income and financial status of the respondent 
  • Payment modalities: Feasibility of lump sum versus installment payments 

Section 16: Prohibition of Publication 

• Section 16 establishes strict confidentiality requirements, prohibiting publication or disclosure of: 
  • Complaint contents and proceedings details. 
  • Identity and addresses of parties and witnesses. 
  • Committee recommendations and employer actions 
• The section includes a proviso allowing dissemination of information about justice secured without revealing identifying particulars of the aggrieved woman and witnesses. 

Section 17: Penalty for Unauthorized Publication 

• Section 17 imposes penalties on persons entrusted with handling complaints who contravene confidentiality provisions, ensuring accountability among those responsible for maintaining procedural integrity. 

Section 18: Appeal Provisions 

• Right of Appeal 
  • Section 18(1) provides comprehensive appeal rights for persons aggrieved by: 
    • Committee recommendations under various subsections 
    • Non-implementation of recommendations 
    • Actions taken under confidentiality violation provisions 
• Appeal Timeline 
  • Section 18(2) establishes a ninety-day limitation period for filing appeals from the date of recommendations, balancing the need for timely resolution with adequate time for appeal preparation. 

Conclusion 

Chapter V of the Sexual Harassment of Women at Workplace Act establishes a robust and comprehensive framework for inquiry into complaints of sexual harassment. The provisions demonstrate legislative wisdom in creating a system that is both victim-friendly and procedurally fair, incorporating multiple safeguards to prevent misuse while ensuring effective redressal of genuine grievances.