#Sexual Harassment at Workplace

The Madhya Pradesh High Court has ordered that all Internal Complaints Committees under the POSH Act must conclude inquiries into sexual harassment complaints within three months, establishing a binding time-bound framework for redressal. This ruling strengthens accountability in workplaces and empowers complainants by preventing indefinite delays in justice delivery.

Tripura High Court quashes a sexual harassment inquiry for violating natural justice, ruling that Internal Complaints Committees (ICCs) must consist of members senior to the accused, follow CCS (CCA) Rules, and allow cross-examination. The judgment rejects the notion of 'preliminary fact-finding' under the POSH Act, reinforcing procedural safeguards for accused employees in workplace harassment cases.

Himachal Pradesh High Court clarifies that the Industrial Tribunal-cum-Labour Court, notified under the Industrial Employment (Standing Orders) Act, 1946, serves as the appellate authority under Section 18 of the POSH Act. The ruling dismisses the petitioner's plea for fresh notification, affirming existing legal mechanisms for appeals against Internal Complaints Committee recommendations.