Appended is our corporate Policy No. 001, dated 1st April 2020 “SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) POLICY “ for your perusal and adherence please.
Policy
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This policy is known as Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Policy made as per the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (hereinafter referred “SHWW Act” and rules made therein.
Objective
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Sexual harassment is not only serious misconduct but also a criminal act, which seriously impacts on human dignity and freedom. This policy has been formulated keeping in view the provisions of the SHWW Act, 2013 and its rules.
Internal Complaint Committee (Hereinafter Referred To As “ICC”)
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The ICC shall comprise of the following: (i) Mrs. Alice Arun Kannattu – Presiding Officer (ii) Mrs. Saramma Philip – Member (iii) Mrs. Cuckoo Elsa Philip – Member (iv) Dr. Nithya S Cherian- External Member.
Conciliation
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The ICC may, at the request of the aggrieved woman, before initiating an inquiry may take steps to settle the matter.
Inquiry Into Complaint
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If there does prima facie case exist and the respondent is an employee, the ICC shall proceed with the inquiry.
Inquiry Report
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On completion of the inquiry, the ICC shall provide a copy of its findings to the employer within a period of 10 days.
Prohibition of publication or making known contents of complaint and inquiry proceedings
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Notwithstanding anything contained in the Right to Information Act, 2005, the contents of the complaint and inquiry proceedings shall not be made public.
Appeal
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Any person aggrieved from the recommendations made by ICC may prefer an appeal within a period of 90 days.
Applicability
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This policy shall be applicable to all employees of the company including all branches/departments.
Abbreviations and Definitions
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In this policy, unless there is anything repugnant to the subject or context thereof, the words and expression as stated below shall have the following meanings.
Procedure For Filing A Complaint
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The aggrieved woman should make a complaint within a period of 03 months from the date of occurrence.
Action During The Pendency Of Inquiry
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During the pendency of an inquiry, on a written request made by the aggrieved woman, the ICC may recommend to the employer to transfer her to another workplace.
Punishment For False Or Malicious Complaint And False Evidence
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Where the ICC comes to the conclusion that the allegations are malicious, it may recommend action.
Responsibilities of employer/management
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It shall be the duty of the employer/management to provide a safe working environment and assist ICC in conducting inquiries.
