Prevention of Sexual Harassment (POSH)

PREVENTION OF
SEXUAL HARASSMENT
(POSH)
POLICY ON PREVENTION OF SEXUAL HARASSMENT AT
WORKPLACE:
I. COMMITMENT:
Inoaura is committed to providing work environment that ensures every
employee is treated with dignity and respect and afforded equitable
treatment.
The Company is also committed to promoting a work environment that is
conducive to the professional growth of its employees and encourages
equality of opportunity.
The Company will not tolerate any form of sexual harassment and is
committed to take all necessary steps to ensure that its employees are not
subjected to any form of harassment.
II. SCOPE:
This policy applies to all employees (full-time, part-time, and trainees) of the
Company. The Company will not tolerate sexual harassment, if engaged in by
clients or by suppliers or any other business associates.
The workplace includes:
1. All offices or other premises where the Company’s business is conducted.
2. All company-related activities performed at any other site away from the
Company’s premises.
3. Any social, business or other functions where the conduct or comments
may have an adverse impact on the workplace or workplace relations.
III. DEFINITION OF SEXUAL HARASSMENT:
Sexual harassment may be one or a series of incidents involving unsolicited
and unwelcome sexual advances, requests for sexual favors, or any other
verbal or physical conduct of sexual nature.
Sexual Harassment at the workplace includes:
1. unwelcome sexual advances (verbal, written or physical),
2. demand or request for sexual favours,
3. any other type of sexually-oriented conduct,
4. verbal abuse or ‘joking’ that is sex-oriented,
5. any conduct that has the purpose or the effect of interfering with an
individual’s work performance or creating an intimidating, hostile or offensive
work environment and/or submission to such conduct is either an explicit or
implicit term or condition of employment and /or submission or rejection of
the conduct is used as a basis for making employment decisions.
Inappropriate conduct could also be a joke, a prank or even a compliment.
These gestures also lead to harassment although the intention of the
individual might not be to offend the other person.
IV. RESPONSIBILITIES REGARDING SEXUAL HARASSMENT:

All employees of the Company have a personal responsibility to ensure that
their behavior is not contrary to this policy. All employees are encouraged to
reinforce the maintenance of a work environment free from sexual
harassment.
V. COMPLAINT MECHANISM:
An appropriate complaint mechanism in the form of “HR Manager” is present
in the Company for time-bound redressal of the complaint made by the victim.
VI. PROCEDURES FOR RESOLUTION, SETTLEMENT OR PROSECUTION OF
ACTS OF SEXUAL HARASSMENT:
The Company is committed to providing a supportive environment to resolve
concerns of sexual harassment as under:
A. Informal Resolution Options:
When an incident of sexual harassment occurs, the victim of such conduct can
communicate their disapproval and objections immediately to the harasser
and request the harasser to behave decently.
If the harassment does not stop or if victim is not comfortable with addressing
the harasser directly, the victim can bring their concern to the attention of the
HR for redressal of their grievances.
The HR will thereafter provide advice or extend support as requested and will
undertake prompt investigation to resolve the matter.
B. Complaints:
1. An employee with a harassment concern, who is not comfortable with the
resolution options or has exhausted such options, may make a formal
complaint to the Director- Operations of the Company.
The complaint shall have to be in writing and can be in form of a letter,
submitted within 3 months from the date of the incident and in case of a series
of incidents, within a period of 3 months from the date of the last incident.
The Complaints Committee can extend the timeline for filing the complaint, for
reasons to be recorded in writing, by a period of 3 months. Alternately, the
employee can send complaint through an email.
The employee is required to disclose their name, department, division and
location they are working in, to enable the HR to contact them and take the
matter forward. Employees may also write directly to the HR of the Company
at hr@inoaura.com
2. The HR will proceed to determine whether the allegations (assuming them
to be true only for the purpose of this determination) made in the complaint
fall under the purview of Sexual Harassment, preferably within 30 days from
receipt of the complaint.
In the event, the allegation does not fall under the purview of Sexual
Harassment or the allegation does not constitute an offence of Sexual
Harassment, the HR will record this finding with reasons, and communicate
the same to the complainant.
3. If the HR determines that the allegations constitute an act of sexual
harassment, he/ she will proceed to investigate the allegation with the
assistance of the Management.
4. Where such conduct, on the part of the accused, amounts to a specific
offence under the law, the Company shall initiate appropriate action in
accordance with law by making a complaint with the appropriate authority.
5. The Complaints Committee shall conduct such investigations in a timely
manner and shall submit a written report containing the findings and
recommendations on action to be taken .
Corrective action may include any of the following:
a. Formal apology
b. Counselling
c. Written warning to the perpetrator and a copy of it maintained in the
employee’s file.
d. Change of work assignment / transfer for either the perpetrator or the
victim.
e. Suspension or termination of services of the employee found guilty of the
offence
6. In case the complaint is found to be false, the Complainant shall, if deemed
fit, be liable for appropriate disciplinary action by the Management.
VIII. CONFIDENTIALITY:
The Company understands that it is difficult for the victim to come forward
with a complaint of sexual harassment and recognizes the victim’s interest in
keeping the matter confidential.
To protect the interests of the victim, the accused person and others who may
report incidents of sexual harassment, confidentiality will be maintained
throughout the investigatory process to the extent practicable and appropriate
under the circumstances.
IX. ACCESS TO REPORTS AND DOCUMENTS:

All records of complaints, including contents of meetings, results of
investigations and other relevant material will be kept confidential by the
Company except where disclosure is required under disciplinary or other
remedial processes.
X. PROTECTION TO COMPLAINANT / VICTIM:

The Company is committed to ensuring that no employee who brings forward
a harassment concern is subject to any form of reprisal. Any reprisal will be
subject to disciplinary action.
The Company will ensure that the victim or witnesses are not victimized or
discriminated against while dealing with complaints of sexual harassment.
However, anyone who abuses the procedure (for example, by maliciously
putting an allegation knowing it to be untrue) will be subject to disciplinary
action.
XI. CONCLUSION:
In conclusion, the Company reiterates its commitment to providing its
employees, a workplace free from harassment/ discrimination and where
every employee is treated with dignity and respect.

Prevention of Sexual Harassment (POSH)

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PREVENTION OF

IV. RESPONSIBILITIES REGARDING SEXUAL HARASSMENT:

IX. ACCESS TO REPORTS AND DOCUMENTS:

X. PROTECTION TO COMPLAINANT / VICTIM:

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