Guidelines for Prevention of Sexual Harassment of Women at workplace
The Company gives equal right to all Women employees
and to treat them with dignity. To
facilitate the same, the Company has framed and got approved guidelines on Sexual harassment of
women at the work place. The company strongly believes that Sexual harassment of women at the
work place or other than work place if involving employees is a grave offence and is, therefore,
punishable
These Guidelines are based on “The Sexual Harassment of Women at workplace (Prevention,
Prohibition and redressal) Act 2013, which was passed by both the houses of parliament and
received the assent of the president of India on 22nd April 2013.
The Ministry of Women and Child Development, in exercise of powers conferred by Section 29 the
Act, has also framed the sexual harassment of women at workplace Rules, 2013 which have come
into force vide Gazette Notification dated 09-12-2013.The Act and the Rules thereof lay down the
basic tenants for the prevention of sexual harassment at workplaces; provide detailed procedure
for making a complaint of sexual harassment; procedure for inquiry of complaint and punishment
for false or malicious complaint or false evidence. Further, certain duties are also made incumbent
upon the employer in terms of the provision of the Act and the Rules thereof.
The Company offers equal opportunity to all individuals, without discriminating between genders
and is committed to create a healthy working environment that enables women employees to work
without fear of prejudice, gender bias and sexual harassment.
The Company also believes that all employees of the Company have the right to be treated with
dignity. Sexual harassment of women at the work place or other than work place if involving
employees is a grave offence and is, therefore, punishable.
Constitution of Internal Complaint Committee:
In terms of Act and Rules framed there under the Company intends to constitute an Internal
Complaint committee (ICC), which shall consist of the following members to be nominated by the
employer:
a. Presiding officer who shall be a woman employed at senior level at workplace will
head the ICC.
b. Not less than two members from amongst employees preferably committed to the
cause of women or who have had experience in social work or have legal
knowledge.
c. One member from amongst non-govt. organizations or associations committed to
the cause of women or a person familiar with the issues relating to sexual
harassment.
The Presiding Officer and every member of the Internal Committee shall hold office for a period not
exceeding three years from the date of their nomination.
Process for conducting Inquiry for Sexual Harassment at Work Place
a. ICC shall conclude the inquiry within 90 days and shall provide a report of its
findings to the employer within 10 days from the date of completion of the inquiry
and report shall also be made available to concerned parties.
b. Where committee arrives at the conclusion that the allegation against the
respondent has not been proved, it shall recommend the employer that no action is
required to be taken in the matter.
c. Where committee arrives at the conclusion that the allegation against the
respondent has been proved, it shall recommend the employer, as the case may be:
 To take action for sexual harassment as misconduct in accordance with the
provisions of the service rules applicable to the respondent.
 To deduct from the salary or wages of the respondent such sum as it may
consider appropriate to be paid to the aggrieved woman.
 To take any action including written apology, warning, reprimand or censure,
withholding of promotion, pay rise or increments, terminating the respondent
or undergoing counseling session.
d. Company shall act upon recommendation of ICC within 60 days of receipt of
recommendations.
e. In case the complaint is found to be malicious or the aggrieved woman or any other
person making the complaint has made the complaint knowing it to be false or
misleading document, the Complainant shall, if deemed fit, be liable for appropriate
disciplinary action by the Management.
In case the perpetrator is not an employee in the workplace at which the incident took place,
employer shall cause to initiate action under the Indian Penal Code or any other law for the time
being in force.
Further Company proposes to constitute Internal Complaint Committee (ICC) as under:
1. Presiding Officer - Ms. Ashima Kasturia, Senior Manager
2. Members - Mr. Rakesh Khanna, SAVP
Ms. Japnit walia, Manager
3. Member from non-governmental organizations will be appointed on availability basis as
and when the case arises.
Upon receipt of any complaint about Sexual Harassment, an enquiry will be conducted by the
Internal Complaint Committee by following procedure laid down above and report be submitted to
the COO of the company for taking appropriate action in the matter as per the Sexual Harassment of
Women at Workplace (Prevention, Prohibition and Redressed) Act, 2013, copy of which is attached.