(Policy Effective Date: 01/10/24)
( No part of this documentation may be reproduced or transmitted in any form or by any means, electronic
or mechanical, including photocopying or recording, for any purpose without express written permission
of the MD of Connect To India Private Limited. )
1. Objective
Connect To India Private Limited. has a zero-tolerance policy for any act of
sexual harassment of any kind and any act of suppressing or distortion of such
facts or evidence and retaliation. Connect To India Private Limited. is committed
to take all necessary steps in ensuring that its staff works in a safe and
respectful environment that is conducive to their professional growth and
promotes equality of opportunity.
2. Scope and Applicability
This is applicable to all employees in the organization including any gender, part
time employees or on contract or service providers deployed on the premises.
The policy covers such acts occurred within the premises of the organisation or
deemed premises which are within the organisation’s control.
This policy is owned by Connect To India Private Limited. and reachable
@ +91-9811326655 and info@connecttoindia.com
3. Policy/Process
- 3.1. Policy Statement:The Prevention of Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act, 2013 read along with its Rules of 2013, (the
“Act”) states that no employee shall be subject to Sexual Harassment at any
Workplace.
- 3.2. POSH Committee:Will be constituted by an order of Internal Complaint Committee (ICC) under
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act,
2013 preferably headed by a woman member of the organisation.
| S.No. |
Detail of
IC
member
s |
Name |
Official
Designation |
Contact details & Email id |
| 1. |
Presidin
g Officer |
Pooja |
Director |
pooja@connecttoindia.com
+91 93157 76132 |
| 2. |
Member |
Neha |
Manager |
neha@connecttoindia.com
+91 93159 29734 |
| 3. |
Member |
Sandeep |
Director |
Sandeep@connecttoindia.com
+91 9718 280692 |
| 4. |
External
Member |
Akhit
Kumar |
Labour Law
consultant |
Akhi8168@gmail.com
+91–9711498168 |
- 3.3. Responsibilities & Procedure:
Complaint Mechanism and Appeal: Any aggrieved employee himself/herself
or alternately, as provided under the Act can:
- File a complaint with the Internal Complaints Committee (ICC) within a
period of three months from the date of the incident through email,
Reshma.Sarkar@Connect To India Private Limited-india.com written
complaint and or verbal complaint.
- Request the ICC for settlement of the matter through conciliation;
provided such request is made before the ICC initiates an inquiry under
the Act.
Appeal: Any person aggrieved from the ICC report, may prefer an appeal to
the Court as prescribed in the Act within a period of ninety days from the date
of the ICC report.
- 3.4. Responsibilities of the ICC:
The ICC shall:
- Investigate every formal written complaint of Sexual Harassment.
- Provide reasonable opportunity to the aggrieved employee and
respondent for presenting and defending their respective case before
the ICC.
- Initiate appropriate remedial measures to respond to any substantiated
allegations of Sexual Harassment and
- Complete its inquiry within ninety days of acceptance of the complaint.
- 3.5. The ICC Inquiry Process:The ICC will examine every complaint of Sexual Harassment as per the
guidelines prescribed under the Act and ensure that a fair and just investigation
is undertaken.
- 3.6. What Action Can the ICC Take
The ICC may, if it deems appropriate recommend the following actions (not
exhaustive):
- Written apology;
- Warning, reprimand, censure;
- Termination from service;
- Compensation deduction from the salary or wages of the perpetrator;
- Withholding of promotion, withholding of pay rise or increments;
- Undergoing counseling session or carrying out community service;
and/or
- Initiate appropriate statutory or legal action.
-
3.7. Making False or Malicious Complaints:Where the ICC arrives at a conclusion that the complaint was made with a
malicious intent, the ICC shall take strict disciplinary action against the
complainant, which action may be similar to the action taken for committing an
act of Sexual Harassment. The ICC shall also take strict disciplinary action on
any witness who submits false evidence or produces any forged or misleading
document relating to the complaint.
- 3.8. Definitions
3.8.1. What Constitutes Sexual Harassment
- Sexual Harassment is any unwelcome and sexually determined
act or behavior (whether directly or by implication) as:
- physical contact and advances; or
- a demand or request for sexual favors; or
- making sexually colored remarks; or
- showing pornography; or
- any other unwelcome physical, verbal or non-verbal conduct of
sexual nature; or
- any of the following circumstances that occur or is present in
relation to or connected with any act or behavior of Sexual
Harassment (under (i) to (v) herein above):
- implied or explicit promise of preferential treatment in the
employee’s employment; or implied or explicit threat of
detrimental treatment in the employee’s employment; or implied
or explicit threat about the employee’s present or future
employment status; or
- interference with the employee’s work or creating an intimidating
or offensive or hostile work environment for the employee; or
humiliating treatment likely to affect the employee’s health or
safety.
3.8.2. What Constitutes As A Workplace
- A Workplace includes any Connect To India Private Limited. office or
premises, or any place visited by the Employee arising out of or during
the course of employment, such as (including but not limited to): (i)
transportation provided by or through Connect To India Private Limited.
for undertaking a journey arising out of or during the course of
employment, or (ii) meetings, conferences, seminars, training sessions,
workshops, etc. organized by or through Connect To India Private
Limited..
3.8.3. Who Is An Employee Under The Act:
- An Employee means a person employed at a Workplace for any work
on regular, temporary, ad hoc or daily wage basis, either directly or
through an agent, including a contractor, with or, without the knowledge
of the principal employer, whether for remuneration or not, or working
on a voluntary basis or otherwise, whether the terms of employment are
express or implied and includes a co-worker, a contract worker,
probationer, trainee, apprentice or called by any other such name.
3.9. References
-
Reference any other policies, documents or legislation that support the
interpretation of this policy.
Connect To India Private Limited. has the maximum discretion permitted by
law to interpret, administer, change, modify or delete this policy at any time,
with or without notice. This policy does not form part of any employee's
contract of employment unless explicitly stated otherwise in such contract of
employment, and this policy has not been adopted to encourage any person to
commence or continue employment with the Company. This policy is not
intended to restrict communications or actions protected or required by local,
state or federal law or a collective bargaining agreement.
4. Special Circumstance and Exception
Any Deviation to this policy has to be approved by HR. Any changes to the
policy has to be approved by Legal and Compliance.
5. Non-compliance and Consequence
Any person (including the witness) known to the incident or who has any
knowledge about the contents of the complaint shall ensure strict
confidentiality. No such information shall be published or communicated in any
manner whatsoever, including (but not limited to), publication in Connect To
India Private Limited. Intranet portal or any internal messaging service,
through email or any other social media. Connect To India Private Limited.
shall take strict disciplinary action against any person who is found to have
breached their duty of confidentiality including imposition of a penalty as
prescribed under the Act.
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