Step 1: Formation of Internal Complaints Committee (ICC): Every organization with more than 10 employees is required to form an ICC to deal with complaints of sexual harassment. The committee should consist of at least four members, including at least one external member.

Step 2: Awareness and Training: The employer should conduct awareness and training sessions on sexual harassment prevention for all employees, including the ICC members. This training should include information on what constitutes sexual harassment, how to prevent it, and how to report it.

Step 3: Written Policy: The employer should develop a written policy on preventing sexual harassment in the workplace. This policy should include details on the complaint process, investigation procedure, and the penalties for perpetrators.

Step 4: Complaint Process: If an employee experiences sexual harassment, they can file a complaint with the ICC either in writing or orally. The complaint should be signed by the complainant.

Step 5: Investigation: The ICC will investigate the complaint and provide an opportunity for both the complainant and the accused to present their side of the story. The investigation should be conducted in a timely and confidential manner.

Step 6: Action: If the ICC finds that sexual harassment has taken place, they will take appropriate action against the perpetrator, which may include disciplinary action such as warnings, suspension, or termination.

Step 7: Prevention and Support: The ICC should also take steps to prevent further incidents of sexual harassment and provide support to the victim. This may include measures such as transfer to another department or location, counseling, or legal aid.