The IC can recommend compensation paid by the respondent as corrective action. In such a case, the committee will recommend to the employer to deduct this compensation amount from the respondent’s salary. The complainant or her legal heirs are recipients of compensation. However, in some cases, the respondent may be absent. The respondent may be missing or the company may have terminated his contract. If that’s the case, the IC may direct them to pay the complainant directly.
If the respondent fails to pay, the IC can forward the order of corrective action to the concerned district officer. Subsequently, the district officer can issue directions to recover the amount as arrears of land revenue.
The law to prevent sexual harassment at the workplace has instructions on compensation.
As per the law, the basis for determining compensation are:
- Mental trauma, pain, suffering and emotional distress caused to the aggrieved woman
- Loss in career incurred by the victim for physical or psychiatric treatment
- Income and financial status of the respondent
- Feasibility of such payment in lump sum or instalments