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    Sexual Harassment Policy

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    Vinod Kumar
    R.R. Ispat has created a policy to prevent sexual harassment at the workplace. The policy applies to all employees and commits to providing a respectful work environment free from harassment. It defines sexual harassment and establishes a Complaints Committee to investigate complaints in a timely and confidential manner. The Complaints Committee will recommend corrective actions such as apologies, counseling, warnings, or termination of employment based on the investigation results. R.R. Ispat also ensures protection for complainants from retaliation and protects confidentiality throughout the complaint process.

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    Sexual Harassment Policy

    Uploaded by

    Vinod Kumar
    88 views4 pages
    R.R. Ispat has created a policy to prevent sexual harassment at the workplace. The policy applies to all employees and commits to providing a respectful work environment free from harassment. It defines sexual harassment and establishes a Complaints Committee to investigate complaints in a timely and confidential manner. The Complaints Committee will recommend corrective actions such as apologies, counseling, warnings, or termination of employment based on the investigation results. R.R. Ispat also ensures protection for complainants from retaliation and protects confidentiality throughout the complaint process.

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    Sexual Harrasment Poilcy

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    R.R. Ispat has created a policy to prevent sexual harassment at the workplace. The policy applies to all employees and commits to providing a respectful work environment free from harassment. It defines sexual harassment and establishes a Complaints Committee to investigate complaints in a timely and confidential manner. The Complaints Committee will recommend corrective actions such as apologies, counseling, warnings, or termination of employment based on the investigation results. R.R. Ispat also ensures protection for complainants from retaliation and protects confidentiality throughout the complaint process.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    88 views4 pages

    Sexual Harassment Policy

    Uploaded by

    Vinod Kumar
    R.R. Ispat has created a policy to prevent sexual harassment at the workplace. The policy applies to all employees and commits to providing a respectful work environment free from harassment. It defines sexual harassment and establishes a Complaints Committee to investigate complaints in a timely and confidential manner. The Complaints Committee will recommend corrective actions such as apologies, counseling, warnings, or termination of employment based on the investigation results. R.R. Ispat also ensures protection for complainants from retaliation and protects confidentiality throughout the complaint process.

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    © All Rights Reserved
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    of 4

    R.R. ISPAT (A UNIT OF GODAWARI POWER & ISPAT LTD.

    POLICY ON PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE

    I. COMMITMENT:

    Our Company, R.R. Ispat (A Unit of Godawari Power and Ispat Limited) is committed to providing work
    environment that ensures every employee is treated with dignity and respect and afforded equitable
    treatment.

    R.R. Ispat is also committed to promoting a work environment that is conducive to the professional growth of
    its employees and encourages equality of opportunity.

    Our 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 categories of employees of R.R. Ispat, including permanent management and
    workmen, temporaries, trainees and employees on contract at their workplace or at client sites. Our company
    will not tolerate sexual harassment, if engaged in by clients or by suppliers or any other business associates.

    The workplace includes:


     All offices or other premises where R.R. Ispat’s business is conducted.
     All company-related activities performed at any other site away from R.R. Ispat’s premises.
     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 favours, or any other verbal or physical conduct of sexual nature.

    Sexual Harassment at the workplace includes:

     Unwelcome sexual advances (verbal, written or physical),


     Demand or request for sexual favours,
     Any other type of sexually-oriented conduct,
     Verbal abuse or ‘joking’ that is sex-oriented,
     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.
    IV. RESPONSIBILITIES REGARDING SEXUAL HARASSMENT:

    All employees of our 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 “Complaints Committee” has been created in the
    company for time-bound redressal of the complaint made by the victim.

    VI. COMPLAINTS COMMITTEE:

    R.R. Ispat has instituted a Complaints Committee for redressal of sexual harassment complaint (made by the
    victim) and for ensuring time bound treatment of such complaints.

    Initially, and till further notice, the Complaints Committee will comprise of the following four members out of
    which at least one member / two members will be of the same gender as that of the complainant:

    1.
    2.
    3.
    4.

    The Complaints Committee is responsible for:

     Investigating every formal written complaint of sexual harassment


     Taking appropriate remedial measures to respond to any substantiated allegations of sexual
    harassment
     Discouraging and preventing employment-related sexual harassment.

    VII. 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 Complaints Committee for redressal of their
    grievances. The Complaints Committee will thereafter provide advice or extend support as requested and
    will undertake prompt investigation to resolve the matter.
    B. Complaints:
     An employee with a harassment concern, who is not comfortable with the informal resolution options
    or has exhausted such options, may make a formal complaint to the Complaints Committee
    constituted by the Management. The complaint shall have to be in writing and can be in form of a
    letter or an email, preferably within 7 days from the date of occurrence of the alleged incident. The
    employee is required to disclose their name, department, division and location they are working in, to
    enable the Complaints Committee to contact them and take the matter forward.

     The Presiding Officer of the Complaints Committee 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 7 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 Presiding Officer of the Complaints
    Committee will record this finding with reasons and communicate the same to the complainant.

     If the Presiding Officer of the Complaints Committee determines that the allegations constitute an act
    of sexual harassment, he/ she will proceed to investigate the allegation with the assistance of the
    Complaints Committee.

     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.

     The Complaints Committee shall conduct such investigations in a timely manner and shall submit a
    written report containing the findings and recommendations to the Executive Director as soon as
    practically possible and in any case, not later than 15 days from the date of receipt of the complaint.
    The Executive Director will ensure corrective action on the recommendations of the Complaints
    Committee and keep the complainant informed of the same.

    Corrective action may include any of the following:


    1. Formal apology
    2. Counselling
    3. Written warning to the perpetrator and a copy of it maintained in the employee’s file.
    4. Change of work assignment / transfer for either the perpetrator or the victim.
    5. Suspension or termination of services of the employee found guilty of the offence.
    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:

    R.R. Ispat 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 Complaints Committee except where disclosure is required under disciplinary
    or other remedial processes.

    X. PROTECTION TO COMPLAINANT / VICTIM:

    R.R. Ispat 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, R.R. Ispat reiterates its commitment to providing its employees, a workplace free from
    harassment/ discrimination and where every employee is treated with dignity and respect.

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