The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 was enacted to ensure safe working environments for women and to provide an effective redressal mechanism against workplace sexual harassment. The right to a safe and dignified workplace is an essential component of gender equality and a fundamental aspect of constitutional protections guaranteed to women in India. Sexual harassment at the workplace not only violates the dignity and integrity of an individual but also creates barriers to equal participation, professional growth, and economic empowerment. The effectiveness of the POSH framework depends significantly on the fairness, neutrality, and procedural integrity of Internal Committees (ICs) and Local Committees (LCs). These Committees are entrusted with responsibilities that are not merely administrative in nature, but quasi-judicial, requiring fairness, neutrality, procedural discipline, confidentiality, and sensitivity. In practice, ICs and LCs often encounter complex situations involving digital evidence, workplace hierarchies, interpersonal dynamics, concerns of retaliation, confidentiality obligations, and procedural challenges. The topic explains the procedural framework that may arise in practice before an Internal Committee in Government Departments where inquiries are conducted in conjunction with applicable service rules, including the Central Civil Services (Classification, Control and Appeal) Rules, 1965. Inquiry Procedure to be followed by Government Departments for POSH DoPT Office Memorandum (DOPT OM No. 11013/2/2014-Estt. (A-III) dated 16 July 2015): Illustrative Flowcharts The Committee's Dual Role STAGE 1- THE COMMITTEE AS INVESTIGATOR ↓ 1. Complaint receivedBy the Committee itself, through an administrative authority, or suo motu (OM para 7) ↓ 2. Fact-finding investigationVerifies facts, collects documents, records witness statements - feeds a later charge sheet if one becomes needed(OM para 8) ↓ 3. Stay if bias is allegedInquiry stays until the Disciplinary Authority rules on the allegation(OM paras 9-10) ↓ 4. Prima facie case?No judgmental findings - only whether a formal inquiry is called for(OM para 11) ↓ 5. Authority examines reportDecides if a formal charge sheet is warranted (see Chapter 7(B))(OM para 12) ↓ 6. Charge sheet issuedClear admission no formal inquiry needed, Rule 15 applies(OM para 13; Chapter 7(C) - (D) ) ↓ STAGE 2-NOW AS INQUIRING AUTHORITY ↓ 7. Formal Rule 14 inquiryDenial or unconvincing reply charge sheet sent for formal inquiry.Presenting Officer appointed; examination-in-chief, cross-exam, re-examination of every witness, including the complainant if she appears as a witness(OM paras 14-22; Chapter 7(E) - (L) ) … ONE RULE TO REMEMBER FROM THIS STAGEIn the examination-in-chief, leading questions are not allowed. They ARE allowed once the witness is being cross-examined by the other side.(OM para 18) Source: DoPT OM No. 11013/2/2014-Estt.(A-III) dated 16 July 2015, ‘Steps for Conduct of Inquiry in Complaints of Sexual Harassment’, DoPT, Ministry of Personnel, Public Grievances and Pensions. Relief, Recommendations and Confidentiality Initial relief the Committee may recommend Transfer the aggrieved woman or the charged officer elsewhere Grant her leave up to 3 months not deducted from her leave account Available before any charge sheet is even framed (OM paras 5–6; Section 12 of the Act) Action against a complainant or witness Against the complainant, if the allegation is malicious, she knows it to be false, or she has produced a forged or misleading document Against any witness who gave false evidence, or a forged document(OM para 26 - same caution as Ch.5(M): unproved is not the same as false) Compensation the Committee may recommend Deduction from the charged officer's salary or wages, of such sum as the Committee considers appropriate, payable to the aggrieved woman or her legal heirs Any amount outstanding at cessation of service may be recovered from terminal benefits This is NOT a penalty under Rule 11(OM para 26; Explanation (ix) to Rule 11, Notification dated 19.11.2014) Confidentiality - overrides the RTI Act Identity and addresses of the aggrieved woman, respondent, and witnesses; inquiry proceedings; and recommendations may not be given to the public, press, or media. Exception: that justice was secured may be disseminated, without any identifying particulars(OM para 27, citing Section 16 of the Act, notwithstanding the RTI Act, 2005) Closing the File Once findings are recorded, the inquiry is formally over. The Inquiring Authority prepares separate folders of the documents specified in Rule 14(23)(ii). (OM para 28) Note : This process does not replace the Rule 14 inquiry. It adds details of the DoPT's own 2015 step-guide supplies on top of the bare rule text - the Committee's separate investigation and inquiry roles, the bias-allegation stay, the Daily Order Sheet, suspension grounds, the Rule 19(ii) power to dispense with inquiry altogether, and these relief, compensation, and confidentiality mechanics. This is not a substitute for reference to the CCS (CCA) Rules, 1965 and instructions issued thereunder - the OM itself makes this point (OM para 2). Source : NCW Handbook on Inquiry Procedure for the Internal Committee and the Local Committee under the POSH Act.