https://www.taxtmi.com/caselaws?id=463491 Where a workplace sexual harassment enquiry under the 2013 Act is used as the foundation for disciplinary action, the statutory procedure must be followed, including hearing both parties and supplying the findings for representation. Findings recorded without that hearing cannot validly sustain charges derived from the report, so the consequential disciplinary charges based on the defective enquiry are liable to be quashed. Independent allegations in the same charge-sheet are separable and may continue in departmental proceedings. The authority may also conduct a fresh sexual harassment enquiry in accordance with law. en-us Tue, 23 Feb 2021 00:00:00 +0530 Wed, 03 Sep 2025 17:57:00 +0530 TaxTMI RSS Generator https://www.taxtmi.com/caselaws?id=463491 Where a workplace sexual harassment enquiry under the 2013 Act is used as the foundation for disciplinary action, the statutory procedure must be followed, including hearing both parties and supplying the findings for representation. Findings recorded without that hearing cannot validly sustain charges derived from the report, so the consequential disciplinary charges based on the defective enquiry are liable to be quashed. Independent allegations in the same charge-sheet are separable and may continue in departmental proceedings. The authority may also conduct a fresh sexual harassment enquiry in accordance with law. Case-Laws Indian Laws Tue, 23 Feb 2021 00:00:00 +0530 https://www.taxtmi.com/caselaws?id=463491