Is the Registered Trade Mark of UTC DIGITAL TECHNOLOGIES PVT LTD
CIN: U72900MH2022PTC374507 The Policy
Framework Under Sexual Harassment of
Women at Workplace (Prevention, Prohibition
and Redressal) Act, 2013 (POSH Act, 2013)
INTERNAL COMPLAINTS COMMITTEE
The Company has constituted an Internal Complaints Committee, (ICC) also known as the POSH Committee consisting of a Presiding Officer and two internal members and one external member. The complaint can be submitted to the ICC electronically at the email ID as mentioned in chart below or may be physically submitted to any ICC member. The ICC may, accept oral complaints under this Policy.
This Policy extends to all employees of the Company and is deemed to be incorporated in the service conditions of all employees of the Company in India. Local country laws will take precedence over this policy, in other geographies, if applicable.
The following terms used herein shall have the meaning assigned to the term as under:
|“Sexual harassment”||Sexual harassment may occur not only where a person uses sexual behavior to control, influence or affect the career, salary or job of another person, but also between co-workers. It may also occur between an employee and someone that employee deals within the course of his/ her work who is not employed by the Company.|
“Sexual Harassment” includes any one or more of the following unwelcome acts or behavior (whether directly or by implication), but not limited to:
An alleged act of sexual harassment committed during or outside of office hours falls under the purview of this policy. Further, it is important to note that whether harassment has occurred or not does not depend on the intention of the people but on the experience of the aggrieved woman.
|“Aggrieved woman”||Aggrieved woman means In relation to a workplace, a woman, of any age, whether employed or not, who alleges to have been subjected to any act of sexual harassment by the respondent.|
|“Respondent”||Respondent means a person against whom a complaint of sexual harassment has been made by the aggrieved woman under this policy|
|“Employee”||Employee means a person employed at the workplace, for any work on a regular, temporary, ad-hoc or daily wage basis, either directly or through an agent, including a contractor, with or without the knowledge of the principal employer, whether for remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied and includes a coworker, a contract worker, probationer, trainee, apprentice or called by any other such name.|
|“Workplace”||Workplace means Premises, locations, establishments, enterprises, institutions, offices, branches or units established, subsidiaries which are controlled by the Company. Places visited by the Employee arising out of or during employment including official events, accommodation, and transportation provided by the employer for undertaking a journey.|
|“Employer”||Employer means A person responsible for management, supervision, and control of the workplace|
ROLES AND RESPONSIBILITIES
It is the responsibility of all to respect the rights of others and to never encourage harassment. It can be done by:
The identity of the complainant, respondent, witnesses, statement and other evidence obtained in course of the inquiry process, recommendations of the committees, action was taken by the employer is considered as confidential materials, and the same must not be published or must not be made known to the public or media.
Any person contravening the confidentiality clauses is subject to disciplinary action as prescribed in the act.