The Prevention of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 states that no employee shall be subject to Sexual Harassment at any Workplace. This policy elaborates the do ’s and don’ts on the above.
This policy template is available for download in Word format.
In just a few minutes, you will be able to set up a policy that covers most of the necessary information required. This policy covers rules to be followed with respect to:
< Company Name > 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. < Company Name > 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.
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 < Name of the Person > and reachable @ < Contact Number > and < email address >
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.
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.
Complaint Mechanism and Appeal: Any aggrieved employee himself/herself or alternately, as provided under the Act can:
The ICC shall:
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.
The ICC may, if it deems appropriate, recommend the following actions (not exhaustive):
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.
Sexual Harassment is any unwelcome and sexually determined act or behavior (whether directly or by implication) as:
A Workplace includes any < Company Name > 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 < Company Name > 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 < Company Name >.
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.
Reference any other policies, documents or legislation that support the interpretation of this policy. < Company Name > 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.
Any Deviation from this policy has to be approved by HR. Any changes to the policy has to be approved by Legal and Compliance.
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 < Company Name > Intranet portal or any internal messaging service, through email or any other social media. < Company Name > 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.