Page:Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013.djvu/10

 10 :(c) organise workshops and awareness programmes at regular intervals for sensitising the employees with the provisions of the Act and orientation programmes for the members of the internal Committee in the manner as may bc prescribed;
 * (d) provide necessary facilities to the Internal Committee or the Local Committee, as the case may be, for dealing with the complaint and conducting an inquiry;
 * (e) assist in securing the attendance of respondent and witnesses before the Internal Committee or the Local Committee, as the case may be;
 * (f) make available such information to the Internal Committee or the Local Committee, as the case may be, as it may require having regard to the complaint made under sub-section (1) of section 93;
 * (g) provide assistance relation to the offence under the Indian Penal Code or any other law for the time being 45 of 1860. the woman if she so chooses to file a complaint in in force;
 * (h) cause to initiate action, under the Indian Penal Code or any other law for the  time being in force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee, in the workplace at which the incident of sexual harassment took place;
 * (i) treat sexual harassment as a misconduct under the service rules and initiate action for such misconduct;
 * (j) monitor the timely submission of reports by the Internal Committee.

20. The District Officer shall, -
 * (a) monitor the timely submission of reports furnished by the Local Committee;
 * (b) take such measures as may be necessary for engaging non-governmental organisations for creation of awareness on sexual harassment and the rights of the women.

21. (1) The Internal Comrnittec or the Local Committee, as the case may be, shall in each calendar year prepare, in such form and at such time as may be prescribed, an annual report and submit the same to the employer and the District Officer.

(2) The District Officer shall forward a brief report on the annual reports received under sub-section (1) to the State Government.

22. The employer shall include in its report the number of cases filed, if any, and their disposal under this Act in the annual report of his organisation or where no such report is required to be prepared, intimate such number of cases, if any, to the District Officer.

23. The appropriate Government shall monitor the implementation of this Act and maintain data on the number of cases filed and disposed of in respect of all cases of sexual harassment at workplace.

24. The appropriate Government may, subject to the availability of financial and other resources,
 * (a) develop relevant information, education, communication and training materials, and organise awareness programmes, to advance the understanding of the public of the provisions of this Act providing for protection against sexual harassment of woman at workplace,