(3) For the purpose of making an inquiry under sub-section (7), the Internal Com — THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013

(3) For the purpose of making an inquiry under sub-section (7), the Internal Com

section 15. (3) For the purpose of making an inquiry under sub-section (7), the Internal Committee o the Local Committee, as the case may be, shall have the same powers as are vested in a civil court the Code of Civil Procedure, 1908 (5 of 1908) when trying a suit in respect of the following matters, namely: summoning and enforcing the attendance of any person and examining him on oath; (b requiring the discovery and production of documents; and any other matter which may be prescribed: The inquiry under sub-section (Z) shall be completed within a period of ninety days. CHAPTER V INQUIRY INTO COMPLAINT 12. Action during pendency of inquiry:-(1) During the pendency of an inquiry on written request made by the aggrieved woman, the Internal Committee or the local Committee, as the case may be, may recommend to the employer to transfer the aggrieved woman o the respondent to any other workplace; O b grant leave to the aggrieved woman up to a period of three months; O grant such other relief to the aggrieved woman may be prescribed. 2 The leave granted to the aggrieved woman under this section shall be in addition to the leave she would be otherwise entitled: 3) On the recommendation of the Internal Committee or the Local Committee, as the case may be, under sub-section (1), the employer shall implement the recommendations made under sub-section (1) and send the report f such implementation to the Internal Committee or the Local Committee, as the case may be. 13. Inquiry report: On the completion of an inquiry under this Act; the Internal Committee or the Local Committee, as the case may be, shall provide a report of its findings to the employer, or as the case may be, the District Officer within a period of ten days from the date of completion of the inquiry and such report be made available to the concerned parties (2_ Where the Internal Committee or the Local Committee, as the case may be, arrives at the conclusion that the allegation against the respondent has not been proved, it shall recommend to the employer and the District Officer that no action is required to be taken in the matter 9 (3) Where the Internal Committee Or the Local Committee, as the case may be, arrives at the conclusion that the allegation against the respondent has been proved, it shall recommend to the employer Or the District Officer; as the case may be to take action for sexual harassment as a misconduct in accordance with the provisions of the service rules applicable to the respondent or where no such service rules have been made, in such manner as may be prescribed; (ii) to deduct, notwithstanding anything in the service rules applicable to the respondent; from the salary or wages of the respondent such sum as it may consider appropriate to be paid to the aggrieved woman or to her legal heirs, as it may determine, in accordance with the provisions of

Section Section 15