[Company Logo][Company Name]
- Policy No.:
- [Reference Number]
- Version:
- [Version Number]
- Effective Date:
- [Date]
- Policy Owner:
- Human Resources / Internal Committee
1. Purpose
[Company Name] is committed to a workplace free of sexual harassment. This policy is framed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and its Rules, to prevent sexual harassment and provide a fair redressal mechanism.
2. Scope
It applies to all employees, interns, trainees, consultants, contract staff and visitors at all locations of the company, including [Work Location]. 'Workplace' includes offices, sites, company transport, places visited during work, and work-related online spaces. As company policy, [the protections are extended to employees of all genders].
3. Definitions
Sexual harassment includes any unwelcome act or behaviour, directly or by implication, such as physical contact and advances; a demand or request for sexual favours; sexually coloured remarks; showing pornography; or any other unwelcome physical, verbal or non-verbal conduct of a sexual nature. Implied promises of preferential treatment, threats about employment, interference with work, or creating a hostile environment connected with such conduct may also amount to sexual harassment.
4. Policy
- The company has zero tolerance for sexual harassment.
- An Internal Committee (IC) is constituted at [each office with 10 or more employees], as below.
- Complaints are handled with confidentiality as required by the Act.
- No complainant or witness will be victimised or retaliated against.
- The company will provide necessary facilities to the IC and assist in securing attendance of the respondent and witnesses.
| Role | Name | Designation | Contact |
|---|
| Presiding Officer | [Name] | [Designation] | [Phone / Email] |
| Member | [Name] | [Designation] | [Phone / Email] |
| Member | [Name] | [Designation] | [Phone / Email] |
| External Member | [Name] | [Organisation] | [Phone / Email] |
5. Procedure
- The aggrieved woman may submit a written complaint to the IC within the time limit prescribed by the Act. The IC will assist if she is unable to write it.
- Before inquiry, at the request of the complainant, the IC may attempt conciliation; no monetary settlement can be the basis of conciliation.
- If there is no conciliation, the IC conducts an inquiry following the principles of natural justice: the respondent receives a copy of the complaint and both parties may present their case and witnesses.
- During the inquiry, on the complainant's written request, the IC may recommend interim relief such as transfer or leave.
- The IC completes the inquiry and submits its report with recommendations within the timelines prescribed by the Act; the employer acts on the recommendations within the prescribed period.
- Either party may appeal as provided under the Act.
6. Responsibilities
- Employer: constitute the IC, display this policy and IC details, conduct awareness programmes and orientation for IC members, and include required information in the annual report.
- IC: receive complaints, conduct inquiries fairly and prepare the annual report.
- Managers: escalate concerns and support the process.
- Employees: maintain respectful conduct and cooperate with inquiries.
7. Non-compliance
Where sexual harassment is proved, action will be taken as per the IC's recommendations and service rules, which may include written apology, warning, withholding of promotion or increment, counselling, community service or termination. Malicious complaints or false evidence, once established through inquiry, may also lead to action; mere inability to prove a complaint is not malicious.
8. Review & Approval
HR and the IC will review this policy annually and on any change in law. The IC is reconstituted on completion of members' tenure as per the Act.
Approved by
[Authorised Signatory][Designation]Date:
[Date]Acknowledged by
[Employee Name]Employee ID:
[Employee ID]