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Zero tolerance
We have a zero-tolerance policy for any act of sexual harassment, any suppression or distortion of facts or evidence, and any retaliation.
01Objective
Connect To India Private Limited has a zero-tolerance policy for any act of sexual harassment of any kind and any act of suppressing or distorting such facts or evidence, and retaliation. The company is committed to taking all necessary steps to ensure that its staff work in a safe and respectful environment that is conducive to their professional growth and promotes equality of opportunity.
02Scope & Applicability
This policy applies to all employees in the organisation, of any gender, including part-time employees, those on contract, and service providers deployed on the premises.
It covers acts that occur within the premises of the organisation or deemed premises within the organisation’s control.
This policy is owned by Connect To India Private Limited and can be reached at +91 98113 26655 and [email protected].
03Policy Statement
The 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 subjected to sexual harassment at any workplace.
04Internal Complaints Committee
The Internal Complaints Committee (ICC) is constituted under the Act and is headed by a woman member of the organisation.
05How to File a Complaint
Any aggrieved employee, or another person on their behalf as provided under the Act, can:
06ICC Duties & Inquiry
Responsibilities of the ICC
- Investigate every formal written complaint of sexual harassment.
- Give the aggrieved employee and the respondent a reasonable opportunity to present and defend their case.
- Take appropriate remedial measures for any substantiated allegation.
- Complete the inquiry within ninety days of accepting the complaint.
The inquiry process
The ICC examines every complaint as per the guidelines under the Act and ensures that a fair and just investigation takes place.
07Action the ICC Can Take
If it considers it appropriate, the ICC may recommend actions such as (not limited to):
08False Complaints
Where the ICC concludes that a complaint was made with malicious intent, it shall take strict disciplinary action against the complainant, similar to the action for an act of sexual harassment. The ICC shall also take strict action against any witness who gives false evidence or produces forged or misleading documents.
09Definitions
Sexual harassment
Any unwelcome, sexually determined act or behaviour (directly or by implication), such as:
- physical contact and advances
- a demand or request for sexual favours
- sexually coloured remarks
- showing pornography
- any other unwelcome physical, verbal or non-verbal conduct of a sexual nature
It also includes related circumstances such as promises of preferential treatment, threats of detrimental treatment or about employment status, interfering with work or creating a hostile environment, and humiliating treatment likely to affect health or safety.
Workplace
Any Connect To India office or premises, or any place visited by an employee during the course of employment, including transport provided by the company, and meetings, conferences, seminars, training sessions and workshops organised by or through the company.
Employee
A person employed at a workplace for any work on a regular, temporary, ad hoc or daily-wage basis, directly or through an agent or contractor, paid or voluntary – including co-workers, contract workers, probationers, trainees and apprentices.
10References
Connect To India Private Limited 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 in that contract, and is not intended to restrict communications or actions protected or required by law.
11Exceptions
Any deviation from this policy must be approved by HR. Any change to the policy must be approved by Legal and Compliance.
12Confidentiality
Anyone (including witnesses) who knows about an incident or the contents of a complaint must keep it strictly confidential. No such information may be published or shared in any way, including on the company intranet, internal messaging, email or social media. The company will take strict disciplinary action, including penalties under the Act, against anyone who breaches this duty of confidentiality.
No part of this document may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying or recording, for any purpose without the express written permission of the MD of Connect To India Private Limited.
