Concept:
• The POSH Act (Sexual Harassment of Women at Workplace Act, 2013) provides a structured mechanism for redressal.
• The procedure is handled by the Internal Complaints Committee (ICC) within the organization.
• Legal timelines and procedural fairness are mandatory for a valid POSH inquiry.
Step 1: Filing the complaint
According to Section 9 of the Act, the first step is for the aggrieved woman to file a written complaint to the ICC within three months of the incident.
Thus, B is the starting point.
Step 2: Conducting the Inquiry
Under Section 11, the ICC initiates an inquiry into the complaint.
Both parties are given an opportunity to be heard, and the committee follows the principles of natural justice.
This process must be completed within 90 days.
Thus, D follows B.
Step 3: Issuing Recommendations
On completion of the inquiry, the ICC prepares a report.
Under Section 13, the committee provides its findings and recommendations to the employer (e.g., termination, deduction of wages, or warning).
Thus, A follows D.
Step 4: Implementation by the employer
The final step is for the employer to act upon the recommendations provided by the ICC.
The employer is legally bound to implement these recommendations within 60 days of receiving the report.
Thus, C is the final stage.
Step 5: Sequence verification
The correct logical and legal flow is Complaint $\rightarrow$ Inquiry $\rightarrow$ Recommendation $\rightarrow$ Implementation.
This aligns with sequence B-D-A-C.