In a world that is increasingly conscious of equity and justice, the Prevention of Sexual Harassment at Workplace Policy has become an essential part of the organizational culture. The policy articulates the company’s commitment to maintaining a workplace that respects dignity, promotes professional growth, and staunchly opposes sexual harassment. This review dissects this essential policy to provide a comprehensive understanding of its intent and procedures.
Prevention of Sexual Harassment At Workplace Policy
1. Commitment:
a) ________________ (also referred to as Company) is committed to providing a work environment that ensures every employee is treated with dignity and respect and affordable equitable agreement.
b) The Company is also committed to promoting a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
c) The company will not tolerate any form of sexual harassment and is committed to taking all necessary steps to ensure that its employees are not subjected to any form of harassment.
2. Scope:
This policy applies to all employees (full-time, part-time, trainees and those on contractual assignments) of the Company, including all subsidiaries and affiliated companies if any. The company will not tolerate sexual harassment in any circumstances.
The workplace includes:
a) All offices or other premises where the company’s business is conducted.
b) All company-related activities are performed at any other site away from the Company’s premises.
c) Any social, business or other functions where the conduct or comments may have an adverse impact on the workplace or workplace relations.
3. Definition of Sexual Harassment:
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature. It can include, but is not limited to, comments, jokes, gestures, images, displays of explicit material, unwanted physical contact, or persistent unwelcome advances. Inappropriate conduct could also be a joke, a prank or even a compliment. These gestures also lead to harassment, although the intention of the individual might not be to offend the other person.
4. Responsibilities Regarding Sexual Harassment:
a) All employees of the Company have a personal responsibility to ensure that their behavior is not contrary to this policy.
b) All employees are encouraged to reinforce the maintenance of a work environment free from sexual harassment.
5. Complaint Mechanism:
An appropriate complaint mechanism in the form of a “Complaints Committee” has been created in the Company for time-bound redressal of the complaint made by the victim.
6. Internal Committee (IC):
The Company has instituted an internal committee for redressal of sexual harassment complaints (made by the victim) and for ensuring time-bound treatment of such complaints. The IC is formed accordance to “The sexual harassment of women at workplace (prevention, prohibition & redressal) Act, 2013”.
List of IC members is attached as Annexure I.
IC is responsible for:
a) Investigating every formal written complaint of sexual harassment
b) Taking appropriate remedial measures to respond to any substantiated allegations of sexual harassment.
c) Discouraging and preventing employment-related sexual harassment.
7. Procedure to register complaint, resolution, settlement or prosecution of Sexual Harassment Act
a) Informal Resolution Option
- When an incident of sexual harassment occurs, the victim of such conduct can communicate their disapproval and objections immediately to the harasser and request the harasser to behave decently.
- If the harassment does not stop or if the victim is not comfortable with addressing the harasser directly, the victim can bring their concern to the attention of the IC for redressal of their grievances. The IC will thereafter provide advice or extend support as requested and will undertake prompt investigation to resolve the matter.
b) Complaint to IC
- An employee subjected to sexual harassment and not satisfied with informal resolution can report the case addressing to the Presiding Officer of IC within 90 days of the occurrence of an incident of sexually oriented behavior.
- To report an incident or complaint, an employee can send written or printed hard copies to the Presiding officer or via e-mail to _____________containing description of incident and other details such as Date, Timing, Respondent/s name and working relationship of involved parties.
- All complaints will be investigated promptly. The Company has an obligation to investigate a credible claim of sexual harassment that is brought to its attention, with the aim of protecting not only the member filing the complaint, but also other members who might later be subjected to sexual harassment by the same offender.
- The Presiding Officer of the IC shall, within 1 week of the receipt of a complaint, convene the committee to investigate the complaint. Provided that where the complaint is against any “specified individual”, where “specified individual” refers to any of the members of the committee or their relatives, the committee shall convene without the presence of that member on the committee.
IC shall conduct investigations in a timely manner and shall submit a written report containing the findings and recommendations to the Chairman, Managing Director & Head HR as soon as possible and in any case, not later than 90 days from the date of the receipt of the complaint.
The Founder, Director & Head HR will ensure corrective action on the IC and keep the complainant informed of the same.
Corrective action may include any of the following:
a) Formal Apology
b) Counselling
c) Written warning to the perpetrator and a copy of it maintained in the employee’s records.
d) Change of work assignment / transfer for either the perpetrator or the victim.
e) Suspension or termination of services of the employee found guilty of the offense.
In case the complaint is found to be false, the complainant shall, if deemed fit, be liable for appropriate disciplinary action by the management.
8. Confidentiality:
The company understands that it is difficult for a victim to come forward with a complaint of sexual harassment and recognizes the victim’s interest in keeping the matter confidential.
To protect the interests of the victim, the accused person and others who may report incidents of sexual harassment, confidentiality will be maintained throughout the investigatory process to the extent practicable and inappropriate under the circumstances.
9. Access to report and documents:
All records of complaints, including contents of meetings, results of investigations and other relevant material, will be kept confidential by the company except where the disclosure is required under disciplinary or other remedial processes.
10. Protection to Complainant/ Victim:
The company is committed to ensuring that no employee who brings forward a harassment concern is subject to any form of reprisal. Any reprisal will be subject to disciplinary action.
The company will ensure that the victim or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment.
However, anyone who abuses the procedure (for example, by maliciously putting an allegation knowing it to be untrue) will be subject to disciplinary action.
11. Conclusion:
The Prevention of Sexual Harassment at Workplace Policy signifies the company’s commitment to promoting a safe and equitable work environment. Its comprehensive nature ensures that no form of sexual harassment goes unnoticed or unaddressed. Such robust measures can help in creating an environment that respects the dignity of all its employees, promotes their professional growth, and nurtures a healthy work culture. By bringing the conversation of sexual harassment to the fore, this policy helps in maintaining a more aware, respectful, and sensitive workspace.
IC Members List Annexure I
| S No. | Name | Mobile Number | Designation | E Mail | Location |
| 1 | Presiding Officer | Kota | |||
| 2 | Member – Internal | Kota | |||
| 3 | Member – Internal | Kota | |||
| 4 | Member – Internal | Kota |
Any changes in the above policy will be at the sole discretion of Management. The policy is created for enhancing good work culture for the employees. Any undue advantage taken by this policy by any employee will be reflecting on individuals work ethics and he/she can be terminated by the misuse of the same.
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