Policy on Prevention of Sexual Harassment of Women at Workplace
OVERVIEW
Objectives
TalentBeacon
HR Solutions Pvt. Ltd is committed
to creating and maintaining an atmosphere in which our employees can work together, without fear of
sexual harassment, exploitation or intimidation. Every employee should be aware that we are strongly
opposed to sexual harassment and that such behavior is prohibited both by the law and the company policy. We intend to
take all necessary action(s) required to
prevent, correct and if necessary, discipline behavior which violates this
policy. This policy has been framed
in accordance with the provisions of the “The Sexual Harassment of Women at
Workplace (Prevention, Prohibition and redressed) Act, 2013”. While the policy
covers all the key aspects of the
Act,
for any further clarification reference shall always be made to the Act and the
provisions of the Act shall prevail.
Scope This policy is
applicable to employees, workers, volunteers, probationer and trainees
including those on deputation, part-time, contract, working as consultants or
otherwise (whether in the office premises or outside while on assignment).
GUIDELINES
Definitions
Sexual harassment includes any one or more of the following unwelcome
acts or behavior (whether directly
or by implication):
i.
Physical contact and advances; or
ii. A demand or request for sexual
favors; or
iii. Making sexually
colored remarks; or
iv. Showing pornography, making or posting sexual
pranks, sexual teasing, sexual jokes, sexually demeaning or sexually offensive
pictures, cartoons or other
material through email,
or message; or
v. Eve teasing,
innuendos and taunts,
physical confinement against
one’s will or any such act likely
to intrude upon one’s privacy;
or
vi. Persistent watching,
following, or;
The following circumstances, among others, if it occurs or is present
in relation to or connected with any act
or behavior of sexual harassment, may amount to sexual harassment:
i.
Implied or explicit promise of
preferential treatment in your employment; or
ii.
Implied or explicit threat of detrimental treatment in your employment; or
iii.
Implied or explicit threat about your present or future employment status; or
iv.
Interference with your work or creating an intimidating or offensive or hostile work environment for you; or
v.
Humiliating treatment likely to affect your health or safety.
It
is important to note that whether harassment has occurred or not, does not
depend on the intention of the people but on the experience
of the aggrieved person.
Aggrieved person: In relation to a workplace, a person, of any age,
whether employed or not, who alleges
to have been subjected to any act of sexual harassment by the respondent and includes contractual and temporary, and visitors.
Respondent: A person against whom a complain of sexual harassment
has been made by the aggrieved
person
Employee: A person employed at the workplace for any work on
regular, temporary, ad hoc, or daily
wage basis, either directly or through an agent, including a contractor, with
or without the knowledge of the principal
employer, whether for remuneration or not, or working
on a voluntary basis or otherwise, whether the terms of employment are
expressed or implied and includes a
co-worker, a contract worker, probationer, trainee, apprentice or called by any other such name.
Employer: A person responsible for management, supervision, and control of the workplace.
Workplace: All offices, factories, units, or any place visited by
the aggrieved person or the employee during the course of and/or arising out of
employment/contract/engagement with TalentBeacon HR Solutions Pvt.
Ltd, including transportation provided for undertaking such a journey.
Internal Complaints Committee
Constitution of the Internal Complaints Committee:
An Internal
Complaints Committee has been formed
to redress any complaints of sexual harassment. The committee comprises
of:
·
Presiding Officer: A woman employee
at a senior level in the organization or workplace
·
At
least 2 members
from amongst employees, committed to the cause of women and or having legal knowledge
·
One external member from non-governmental organization, familiar
with the issues relating to Sexual harassment
·
At least one half of the total members is women
·
Receiving complaints of sexual harassment at workplace
·
Initiating and conducting
inquiry as per the established procedure
·
Submitting findings and recommendations of the inquiry
·
Coordinating
