The laws of India requires us to lay down guidelines and a forum for redressal of grievances related to sexual harassment. This policy takes complete cognizance of the latest legislation by the government of India “The Sexual Harassment of Women at workplace (Prevention, Prohibition and Redressal) Act, 2013 and its notification published on 9th December 2013 (“Act”). This Act is to provide protection against sexual harassment of women at workplace and for the matters connected herewith or incidental thereto.
The Company acknowledges that individuals covered by the scope of this policy are to be informed of this policy and to have access to the information needed to prevent sexual harassment. The Company will openly, publicly and widely display this code of conduct together with the contact information of the designated Internal ICC members and external parties authorized to process complaints.
ACTIONS IDENTIFIED AS SEXUAL HARASSMENT
1. The Company takes a strong stance against any form of discriminating treatment that demeans its community member/s based on gender, caste, community, race and ethnicity, color, social status, civil status, age, physical ability.
2. At the Company, all employees are expected to uphold the highest standards of ethical conduct at the workplace and in all their interactions with business stakeholders. The employees have a responsibility to:
1. Treat each other with respect;
2. Follow the letter and spirit of law;
3. Refrain from any unwelcome behavior that has a sexual connotation (of sexual nature);
4. Refrain from creating hostile environment at workplace via sexual harassment; and
5. Report sexual harassment experienced and/or witnesses to appropriate authorities and abide by the complaint handling procedure of the company.
3. ”Sexual harassment’’ includes (but it is not limited to) any one or more of the following unwelcome and inessential acts or behavior (whether directly or by implication) namely:
- Physical contact and advances; and/or
- A demand or request for sexual favors; and/or
- Making Sexually colored remarks; and/or
- Showing pornography; and/ or
- Any other unwelcome and inessential physical, verbal or non-verbal conduct of sexual nature; and/or
- Creating a hostile work environment for employees by putting a complainant (of sexual harassment) in a disadvantageous position w.r.t. employment, associated privileges, benefits & career enhancement in connection or related to any act or behavior of sexual harassment.
- Physical contact and advances such as touching, stalking, making sounds which have explicit and/or implicit sexual connotations/overtones, molestation;
- Display of pictures, signs, etc. of sexual nature/connotation/overtones in the work area and work-related areas;
- Verbal or nonverbal communication which ends the individual’s sensibilities and affects her/his performance and has sexual connotation/overtone/nature;
- Repeatedly asking to engage in a romantic relationship;
- Teasing, voyeurism, innuendos and taunts, physical confinement and /or touching against one’s will and likely to intrude upon one’s privacy;
- Sexual harassment is not limited to demands for sexual favors. It also may include such actions as:
- Sex-oriented verbal “kidding,” “teasing” or jokes;
- Repeated offensive sexual flirtations, advances, or propositions;
- c. Continued or repeated verbal abuse of a sexual nature;
- Graphic or degrading comments about an individual or her
- Display of sexually suggestive objects or pictures;
- Subtle pressure for sexual activity; or
- Inappropriate physical contact.
4. The following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behavior of sexual harassment may amount to sexual harassment:
5. All the above is prohibited through any mode of communication including in person, over the phone, on voice mail, through pen and paper, on e-mail, inside of or outside of workplace, through chat, through SMS or any other form of communication.
6. Sexual harassment does not refer to occasional compliments of a socially acceptable nature of consensual personal and social relationships without a discriminatory employment effect. However, note that at the company, you are not allowed to have sexual or romantic relationships with colleagues or customers, and if you really want to engage in one, you must inform the management right away so that we can avoid a conflict of interest situation. Hence it should be clear that any romantic or sexual advances towards colleagues would be unacceptable and unwelcome. However, all such acts may not constitute sexual harassment unless the same is personally intimidating, hostile, or offensive.