In an effort to create safer workplaces for women across India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, popularly known as the POSH Act, was enacted. One of its critical components is the establishment of Local Complaints Committees (LCCs) — a mechanism designed to ensure that women working in the unorganized sector or in establishments with fewer than 10 employees have access to justice and a safe environment.
What is a Local Complaints Committee (LCC)?
The Local Complaints Committee is a statutory body constituted by the District Officer in every district. Its main role is to receive and redress complaints of sexual harassment from women employees where no Internal Complaints Committee (ICC) exists — especially in small organizations, domestic setups, or the unorganized sector like daily wage labor, household work, and other informal employment types.
Why Was the LCC Introduced?
While the POSH Act mandates that every workplace with 10 or more employees must set up an Internal Complaints Committee, millions of working women in India are employed in smaller organizations or the unorganized sector. Without the ICC provision, these women would have no formal mechanism to report or address workplace harassment. The LCC fills this gap, ensuring no woman is left unheard or unprotected due to the size or informality of her workplace.
Structure and Composition of the LCC
According to the POSH Act, the Local Complaints Committee comprises:
- A Chairperson: A woman committed to the cause of women or familiar with social work/legal knowledge.
- One member from among women working in the block, taluka, tehsil, or ward or municipality.
- Two members from NGOs or associations committed to women’s causes or familiar with sexual harassment issues. One of them must have legal knowledge.
- The concerned officer dealing with social welfare or women and child development in the district.
This diverse composition ensures a balanced, empathetic, and legally aware panel to handle sensitive cases effectively.
Functions of the Local Complaints Committee
The key responsibilities of the LCC include:
- Receiving complaints of sexual harassment from women in workplaces where ICCs are not present.
- Conducting inquiries in accordance with the principles of natural justice.
- Recommending actions to the employer or the District Officer, which may include disciplinary measures or compensation.
- Submitting annual reports to the District Officer detailing complaints received and actions taken.
Filing a Complaint with the LCC
A woman can file a written complaint to the LCC within 3 months of the incident. This period can be extended by another 3 months if the committee believes there were sufficient reasons for the delay. The LCC also assists the aggrieved woman in writing the complaint if she is unable to do so herself due to physical or emotional distress.
Challenges Faced by LCCs
Despite their importance, many LCCs face operational challenges such as:
- Lack of awareness among women about their existence.
- Limited resources or training for committee members.
- Bureaucratic delays in forming or activating LCCs in certain districts.
Addressing these issues through awareness programs, training, and better funding is crucial to ensure LCCs function effectively.
Conclusion
The Local Complaints Committee is a vital arm of the POSH framework, aiming to ensure justice and safety for women across all sectors of employment — even the most marginalized. Strengthening and empowering LCCs through awareness, support, and systemic improvements will go a long way in building workplaces that are not only productive but also respectful and inclusive for every woman.
