Posh Law - From Allegation to Evidence: Conducting a Fair POSH Inquiry

Once a complaint has been received, acknowledged, and the option of conciliation is exhausted or declined, the Internal Committee (IC) proceeds to the formal inquiry stage. This is the backbone of the POSH (Prevention of Sexual Harassment) mechanism where allegations are carefully examined, evidence is collected, and both parties are given equal opportunity to present their case. A well-conducted inquiry ensures not only compliance with the POSH Act, 2013 but also fairness and credibility in the eyes of employees.

1. Purpose of the Formal Inquiry

The aim of the inquiry is not to punish or protect any party prematurely but to establish facts. The IC must:

  • Verify whether the alleged behavior qualifies as sexual harassment under the law.
  • Examine the evidence and testimonies objectively.
  • Provide a safe, respectful space for both complainant and respondent to be heard.
  • Maintain neutrality and avoid bias throughout the process.

2. Structure of the Inquiry Process

The IC typically conducts the inquiry through a series of structured hearings:

  • Separate hearings: The complainant and respondent are heard independently to prevent intimidation.
  • Presentation of evidence: Both parties submit supporting material such as emails, chat logs, CCTV footage, or written documents.
  • Witness testimonies: The IC records statements of witnesses suggested by both sides.
  • Cross-examination: Allowed when requested by parties and considered appropriate, though the IC must ensure it is conducted with dignity and without hostility.
  • Detailed minutes: Every meeting must be documented, signed by participants, and securely stored.

3. Standards of Proof

POSH inquiries follow the principle of “preponderance of probability” rather than “beyond reasonable doubt” (used in criminal law). This means the IC must decide whether the version of events presented by the complainant is more likely than not to be true, based on evidence and credibility.

4. Responsibilities of the IC During Inquiry

The IC must:

  • Conduct proceedings in a time-bound manner (within 90 days of complaint receipt).
  • Ensure confidentiality of all proceedings and documents.
  • Provide equal opportunity to both parties to present their side.
  • Remain impartial, avoiding any form of judgmental questioning or bias.
  • Record reasons for findings in clear, evidence-backed language.

5. Why Step 5 Matters

The inquiry stage is the heart of the POSH mechanism, because:

  • It transforms allegations into evidence-based findings.
  • It upholds the complainant’s right to a safe and respectful hearing.
  • It protects the respondent’s right to defend themselves.
  • It ensures that any recommendations made later (Step 7) are credible and defensible.

Poorly conducted inquiries can lead to challenges in court, reputational harm to the organization, and a breakdown of employee trust.

Conclusion

Step 5 of POSH investigation Formal Inquiry is where the Internal Committee earns its credibility. By focusing on fairness, evidence, and neutrality, the IC ensures that justice is not only done but also seen to be done. For organizations, this stage is proof of their commitment to due process and to fostering a safe, dignified workplace for all.

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