1. Introduction
PRIMEHSE Training and Consultancy Private Limited places a great value on each and every employee, and the company is committed to maintaining the best possible moral and ethical standards. Additionally, the company strives to defend the dignity of its workers by offering equitable possibilities for promotion and professional growth. PRIMEHSE has a zero-tolerance policy when it comes to any sort of sexual harassment, and the company takes the necessary precautions to guarantee that its employees are not harassed in any way.
The Sexual Harassment at Workplace (Prevention, Prohibition, and Redressal) Act 2013 is the most recent piece of legislation that the government of India has passed with regards to the prevention of sexual harassment against employees in the workplace. The Prevention of Sexual Harassment policy at PRIMEHSE takes total cognizance of this piece of legislation. Individuals who have been the victims of sexual harassment will receive appropriate assistance and corrective measures thanks to this policy.
2. Sexual Harassment
Any unwanted sexually determined behavior, such as physical conduct, demands or requests for sexual favors, statements of a sexual nature concerning a person’s clothing, showing pornography, physical, visual, verbal/nonverbal conduct of a sexual character that causes discomfort, offends individual sensibilities, or humiliates a person is regarded a major offense and will be punished.
3. The Point
Harassment of any kind is unacceptable, but sexual harassment creates an especially hostile and frightening atmosphere that can have detrimental effects on a person’s health and well-being. It also causes more employees to leave the company, which further reduces productivity. The purpose of the policy is to:
- Foster a professional and productive workplace
- Improve workers’ job performance and morale
- Create an inclusive work environment
- Encourage the prompt reporting of sexual harassment
4. Scope
At PRIMEHSE, our policy against sexual harassment extends to all employees, regardless of their position or title. It also includes PRIMEHSE’s clients, vendors, visitors, etc. Their terms of service will be updated to reflect the same. This super strict rule is now in effect.
PRIMEHSE provides a hostile-free workplace for all employees, regardless of their race, caste, religion, color, ancestry, marital status, gender, sexual orientation, age, nationality, ethnic origin, or disability.
PRIMEHSE is reiterating its commitment, with this POSH policy, to provide and uphold a work environment free of sexual harassment. As a company, PRIMEHSE Training and Consultancy Private Limited has a zero-tolerance policy toward sexual harassment, and offenders will be dealt with severely. It is also a violation of the policy to make false allegations or reports of sexual harassment.
5. Procedural Steps for Seeking Redress Statement of Dissatisfaction
Within 10 days of the claimed incident, any employee who has been the direct or indirect target of sexual harassment may file a written complaint about the incident to any member of the Internal Complaint Committee (ICC) with his or her signature. The ICC will meet with the complainant within 5-7 days, keep the meeting’s details confidential, and document the complainant’s charges. The complainant is welcome to provide any supporting evidence—documentary proof, oral or written statements, etc.—to back up his or her claim.
The committee will conduct a deposition of the respondent, the individual who is the subject of the complaint. If the allegation is proved to be baseless, the company will take corrective measures.
The Internal Complaint Committee (ICC) was established by PRIMEHSE’s management to investigate and address accusations of sexual harassment and to implement effective, expedited remedies to these complaints. The main focus of the ICC is to forbid and punish sexual harassment in all its forms. Management at PRIMEHSE will take disciplinary action against the harasser if they are found to have engaged in sexual harassment, as determined by the ICC’s inquiry. The committee will keep a log of complaints they have approved, which they will then analyze and present to the Chairman and Managing Director at the end of the year. The following is a list of the PRIMEHSE management’s
6.Methods of Inquiry
Within three months, the ICC must conclude the “Enquiry,” report its findings to the Chairman and Managing Director, and make a proposal for next steps. The results of the Internal Complaint Committee (ICC) report are treated as a “Enquiry report,” and the harasser will face swift repercussions based on those findings.
The Chairman and Managing Director’s decision to take disciplinary action will be informed by the ICC’s proposed proposal, and the committee will operate under the regulations established by the Supreme Court’s decisions or other applicable legislation.
Processes for reprimanding or punishing employees
To ensure thorough, effective, and rapid policy implementation, the Committee, propose the Director take action, such as a transfer or other suitable disciplinary proceedings. Management shall give all essential assistance to the committee. If the committee determines that the offense meets the criteria for prosecution under the Indian Penal Code, that information must be noted in the ICC report, and the proper steps must be taken by management to file a formal complaint. PRIMEHSE will do everything is required to help the victim, including providing emotional support and working to prevent future incidents.
