Effective Date: Feb 01, 2025
Last Reviewed: Feb 01, 2025
Applicable To: All employees, interns, contractors, visitors, and stakeholders of Accuspace Private Limited.
1. Objective
This policy aims to prevent, prohibit, and provide redressal mechanisms for sexual harassment at the workplace, ensuring a safe and respectful environment for all individuals associated with Accuspace.
2. Scope
This policy applies to:
- All employees, including full-time, part-time, contractual, temporary, and interns.
- Vendors, suppliers, and third-party service providers interacting with the organization.
- Any workplace-related events, travel, or virtual environments.
3. Definition of Sexual Harassment
Sexual harassment includes any unwelcome act, conduct, or behavior, whether physical, verbal, or non-verbal, of a sexual nature. Examples include but are not limited to:
- Physical contact or advances.
- Demand or request for sexual favors.
- Sexually colored remarks or jokes.
- Showing pornography or offensive material.
- Stalking, lewd gestures, or inappropriate emails or texts.
- Any behavior that creates a hostile, intimidating, or humiliating work environment.
4. Employer’s Commitment
Accuspace is committed to:
- Providing a workplace free from sexual harassment and discrimination.
- Taking immediate and appropriate action on complaints of sexual harassment.
- Ensuring confidentiality and protection against retaliation for all parties involved.
- Educating employees about this policy and fostering awareness.
5. Internal Complaints Committee (ICC)
5.1 Composition
The ICC will consist of:
- Presiding Officer: A senior female employee.
- Two Members: Employees with experience in social work, legal knowledge, or women’s rights.
- External Member: An expert from an NGO or legal field familiar with sexual harassment issues.
5.2 Responsibilities
- Receive and investigate complaints of sexual harassment.
- Ensure a fair and unbiased inquiry.
- Submit findings and recommendations to the employer.
- Maintain confidentiality and submit an annual report to the District Officer.
6. Complaint Mechanism
6.1 Filing a Complaint
- Complaints must be submitted in writing to the ICC within 3 months of the incident.
- Assistance will be provided to complainants unable to write their complaints.
6.2 Acknowledgment
The ICC will acknowledge receipt of the complaint within 7 days.
6.3 Inquiry Process
- Preliminary Review: Determine if the complaint is within the scope of the POSH Act.
- Notice to the Respondent: Inform the respondent of the complaint and seek their response.
- Formal Inquiry: Conduct interviews with the complainant, respondent, and witnesses, ensuring confidentiality.
- Findings Report: ICC submits a detailed report to the employer within 90 days.
7. Resolution and Disciplinary Actions
Based on the ICC’s findings, the employer may take one or more of the following actions:
- Written apology from the respondent.
- Warnings or reprimands.
- Suspension, transfer, or termination of the respondent.
- Financial compensation to the complainant for damages such as emotional distress and loss of opportunity.
8. Protection Against Retaliation
Accuspace prohibits retaliation against:
- Complainants filing genuine complaints.
- Witnesses providing information in good faith.
- ICC members for performing their duties.
9. Confidentiality
All information related to complaints, investigations, and proceedings will remain confidential. Breach of confidentiality may result in disciplinary action.
10. Awareness and Training
To foster a safe and respectful workplace:
- Workshops and Training: Conduct regular POSH training for all employees.
- Policy Display: Prominently display the POSH policy in the workplace.
- Employee Onboarding: Educate new hires about the policy and their rights.
11. Annual Reporting
The ICC will submit an annual report to the District Officer detailing:
- Number of complaints received.
- Number of complaints resolved.
- Actions taken.
- Any pending cases.
12. Policy Review
This policy will be reviewed annually to ensure compliance with legal updates and effectiveness in achieving its objectives.
13. Consequences of False Complaints
While Accuspace encourages reporting of genuine complaints, any malicious or false complaints may result in disciplinary action against the complainant.
14. Contact Details of the Internal Complaints Committee (ICC)
Acknowledgment
All employees are required to acknowledge that they have read, understood, and will adhere to this policy.
Authorized by: Rashmi Gupta
Sr. HR
February 01, 2025
Accuspace Private Limited
