This policy seeks to assist individuals who believe they have been subjected to such behaviour with appropriate support and remedial action.
3. Definition of Sexual Harassment
Sexual harassment has many different definitions and it is not the intent of this policy to limit the definition of sexual harassment, but to give employees as much guidance as possible concerning what activities constitute sexual harassment.
The Supreme Court, in their guidelines (Vishaka Guidelines), defines sexual harassment as “any unwanted and unwelcome sexually oriented behaviour”. Such an act vitiates the working environment.
Sexual Harassment includes such unwelcome sexually determined conduct (Whether directly or by implication) as:
3.1 Physical Harassment, which includes:
3.2 Verbal Harassment, which includes:
3.3 Written Or Graphic Harassment, which includes:
4. Redressal Mechanisms:
4.1 Sexual Harassment Redressal committee
4.1.1 Given below is the committee formed by the Dosti Group for addressing concerns related to sexual harassment:
|Sr. No.||Name of the person||Designation|
|1||Mrs. Preeti Ashar||Chairperson|
|2||Ms. Harshita Malkan||Member|
|3||Mrs. Nishtha Joshi||Member|
|4||Mrs. Suvarna P. Sawant||Member|
|5||Ms. Aditi Asolkar||Member|
|6||Mr. Samir Gandhi||Member|
|7||Mr. Kartik Goradia||Member|
|8||Ms. Pyoli Prashant||External Member|
4.1.2 A member of the redressal committee shall be especially designated as a Redressal Advisor.
4.1.3 Each manager/ supervisor must treat every complaint of harassment communicated to him or her seriously by immediately contacting the Redressal Committee. The complaint can be either raised by the affected person or by any employee who has witnessed such behavior.
4.1.4 All managers, supervisors should ensure that there is no retaliation or reprisal in any way against anyone who has complained about or resisted harassment, discrimination or retaliation. Retaliatory behavior and attempts to cover up such retaliation or reprisal should also be strictly discouraged.
4.2. The company will keep complaints, investigative records, and the results of the investigation confidential. If an investigation confirms that harassment has occurred, the company will take corrective action, including appropriate discipline, up to and including termination.
4.3. Redressal Procedures
The redressal procedures shall be sensitive to the particularly delicate nature of complaints related to sexual harassment.
4.4. Redressal System:
For complaints, the redressal advisor shall advise the complainant to register a written complaint for a formal redressal. The steps of this process are:
Receipt of complaints
All complaint should be in:
4.6 Disciplinary Actions in case of redressal mechanism:
5. Protection against retaliation
Retaliation is a serious violation of this policy. DOSTI GROUP forbids any form of retaliation against anyone who has reported a suspected episode of harassment or has cooperated in any investigation involving a reported case. (Examples of retaliation may include – but are not limited to – threatening a negative action on terms of employment, unsubstantiated negative performance evaluation, continued harassment in any form, discriminatory treatment or failure to provide or consider individual concerned for a company benefit or for a warranted role, title, training or promotion).
If anyone feels that he/she is experiencing retaliation of the nature of intimidation, pressure to withdraw the case or threats for reporting, testifying or otherwise participating in the proceedings, should report the matter to the Redressal Committee.
As with complaints of harassment, this too will be treated as misconduct and DOSTI GROUP will take appropriate action to prevent/rectify the retaliation. It will be treated as seriously as an alleged case of harassment and will apply even if the original complaint is not proven.
Similarly, bringing undue influence whether directly or indirectly, to the proceedings of an Inquiry by either party will be treated as misconduct and be subjected to disciplinary action.
6. Appeals and Alternate Remedies
An employee who feels that a harassment or retaliation complaint did not receive prompt and fair response may contact Head – HR.
Either party subjected to administrative or disciplinary action may appeal against such actions to the Managing Director of DOSTI GROUP within 3 working days after conclusion of the investigation and communication of the consequences.
Additionally, nothing in this policy shall prevent the complainant or the respondent from pursuing formal legal remedies or resolution through Govt, agencies or the courts of law of the country.
7. Treatment Of False Complaints/ Allegations
7.1 This is a very sensitive area and any allegations/ complaints, however discreetly handled, could prove derogatory for the person against whom it has been raised.
7.2 Baseless allegations should therefore be strictly avoided.
7.3 In the case where a false complaint has been filed the investigation has proved that the motivation of the complaint was purely to defame the alleged Harasser, disciplinary action shall be initiated against the complainant.
8. Delay in Filing the Complaint
DOSTI GROUP encourages prompt reporting of sexual harassment complaints so that timely and appropriate action may be taken. A complaint regarding harassment can be made in writing within 30 calendar days, however due to the sensitivity of this issue and the emotional toll that may have been experienced, a delay may be considered favourably by the Committee, provided the complainant submits sufficient cause for such delay.
The Committee shall also receive complaints, as per this Policy, from an employee who has experienced such harassment during his/her employment, but has since left DOSTI GROUP, so long as the complaint is received in writing within 3 months from the date of departure.
9. Consensual Sexual Relationships
DOSTI GROUP discourages romantic or sexual relationships between a member of management or other supervisory employee and his or her staff (an employee who reports directly or indirectly to that person); as such relationships could lead to conflicts of interest at work.
It is therefore in the best interest of all concerned, that if there is such a relationship, the involved parties notify management so the reporting chain can be changed to ensure no direct or indirect reporting relationship.
10. Evaluation of Policy
Note: Those who are unsure of what is the appropriate resolution process to use may speak with the HR focal point to make a more informed decision.
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