Company Policy

Prevention of Sexual Harassment Policy

1. What will constitute Sexual Harassment?

  • “Sexual Harassment” includes any one or more of the following unwelcome act or behavior (whether directly or by implication) namely ; Sexual determined behavior, such as physical contact, request for sexual favours, sexual colored remarks, screening of pornography or any other physical, verbal or non-verbal conduct sexual in nature can also include promise of preferential treatment, threat of detrimental treatment, hostile work environment, humiliating conduct constituting problems related to health and safety or threat about her present or future employment.

2. What is the Redressal process?

  • Written complaint to be field by the aggrieved women within three months of the incident or within three month of the last incident to the chairperson of the Internal Complaints Committee (Committee) that has been constituted under Section 4(1) of the Sexual Harassment of women at workplace (prevention, prohibition and Redressal) Act 2013 by the Board of Directors of the Company.
  • Where women are not able to file a complaint due to physical or mental incapacity or death or otherwise, her legal heir can file such a complaint.

3. What are the penalties?

  • The committee, at the request of the aggrieved women can take steps to the settle the matter between her and the respondent through conciliation but not in lieu of monetary settlement.
  • May order registration of a case under Section 79 of The Bhartiya Nyaya Sanhita 2023 if a prima facie case exists. (Old Section 509, IPC: word gesture or act intended to insult the modesty of women;

4. which penalize such crimes with punishment upto 3 years, fine or both).

  • The committee may recommend to the employer to take action against the respondent for sexual harassment.
  • The committee may also impose monetary penalty on the accused for the costs incurred by the company in conducting the investigation.
  • The committee may order the employer to pay appropriate compensation to the complaints.
  • The committee during the pendency of inquiry and upon request of the aggrieved women may recommend either to transfer the accused or the complainant to any other offices and if that is not possible the committee may on the request provide the leave to the complainant till the enquiry is not completed as per case to case basis.
  • The Committee will recommend punishment for the complaint,in case the complaint is found to be false or mala fide.

5. Sexual Harassment Committee.

  • The composition of the Internal Committee shall be as prescribed under the POSH Act and the applicable Rules framed thereunder. The names, designations, and contact details of the Presiding Officer and Members of the Internal Committee shall be notified separately by the Company from time to time and may be updated as required.
  • Any employee who experiences or witnesses sexual harassment at the workplace may submit a complaint directly to the Internal Committee in accordance with the procedure prescribed .