The Sexual Harassment of Women (Prevention, Prohibition And Redressal) Act, 2013

 

Sexual harassment is unfortunately fairly widespread in the workplace, though little talked about. This Company recognizes it as an insidious and morale-sapping form of behavior that is unacceptable. Please help in rooting out such behavior from our organization wherever it may exist. It is the responsibility of every manager of this Company to ensure this Policy is implemented. It is important that implementation is in spirit not merely in letter or form.

Communication

It is the responsibility of the head of each location to ensure each individual has been communicated this policy and it is explained in the local language, if necessary, to ensure it is understood.

Sexual Harassment – What is it?

We believe that every employee has the right to a work environment free from all sorts of harassment including sexual harassment. Sexual harassment broadly means any form of verbal or physical behavior that is unsolicited and unwelcome and interferes with an individual’s work performance by creating an intimidating working environment.

Such unwelcome behavior includes, but is not restricted to, the following:

• Physical contacts
• A demand or a request
• Sexually colored remarks
• Showing pornography
• Self-exposure
• Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature

These need not be at the workplace strictly but could include telephone calls outside hours, during travel for business, or even from or to the workplace.

Ombudsmen

An Apex Committee appointed ombudsmen for sexual harassment. It is constituted to redress the complaint made by the Victim and to deal with issues that may arise under this policy.

Any employee is free to approach any of the Apex Committee members of the Company, with a problem. In recognition of the sensitive nature of the issues involved, it is important to create a sympathetic climate for victims to report the matter. Any approach under this policy will be treated in the strictest confidence. The committee member approached will not mention the issue to anyone but report it directly to the Apex Committee who in turn will carry on the investigation and inform the Managing Director. In the event the Managing Director is implicated, the Committee may approach the Chairman directly.

Action

All investigations will be carried out in consultation with the complainant and only with his/her explicit approval. This is a further guarantee of confidentiality. If the allegations are proven, appropriate action will be taken which could include termination of employment and filing of criminal charges. If the perpetrator is not an employee, we will do everything possible to put pressure on the person or bring him/her to punishment.

A record of complaints will be maintained confidentially for at least 3 years. A consolidated report without names will be reported to appropriate governmental authorities as may be required legally from time to time.

Audit

An independent audit of the system; its use and effectiveness will be carried out annually by an appropriate agency.

Apex Committee Member – Ambernath Plant

• Mrs. Trupti Kanekar
  
• Mrs. Rajashree Magar 
• Mr. Subodh Bedekar
• Mrs. Prabha Salian
  
• Mr. Vijay Kushwaha