Sexual harassment at a workplace is considered violation of women’s right to equality, life and liberty. It creates an insecure and hostile work environment, which discourage women’s participation in work, thereby adversely affecting their social and economic empowerment and the goal of inclusive growth. With this idea the legislature formulated the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013. The Act also provides the circumstances under which an act may amount to sexual harassment. These are: (i) implied or explicit promise of preferential treatment in her employment; or (ii) implied or explicit threat of detrimental treatment in her employment ; or (iii) implied or explicit threat about her present or future employment status; or (iv) interference with her work or creating an intimidating or offensive or hostile work environment for her; or (v) humiliating treatment likely to affect her health or safety The important feature of the Act is that it envisages the setting up of Internal Complaints Committee at every office of the organisation or institution, having more than 10 employees, to hear and redress complaints pertaining to sexual harassment. Where the number of employees are less than 10, the Act provide for setting up of Local Committee in every district by the District Officer.8 The committee while inquiring into such complaint shall have the same power as vested in a civil court. The Delhi High Court in its judgment in Ruchika Singh Chhabra vs M/s Air France India and Anr. "...directed that the ICC should be constituted in strict compliance with the requirements under law....

Sl. No Name of MEMBERS Designation
1. Ms Bindhu Ramesh Presiding Officer
2. Ms Anusha A S Convener
3. Ms Bindu D Member
4. Ms R S Rekha Parent Member
5. Ms Preetha C Member
6. Ms Sinu P Nair Member
7. Ms Aswathy S S Member
8. Ms Bini P S Member
9. Ms Santhi B L Member
10. Ms Sonima U S PMember
11. Ms Sunitha B Parent Member
12. Ms Mini B Member