Anti-Sexual Harassment Policy

Policy against Sexual Harassment of Women at the Workplace for Employees in Batliboi Limited with immediate effect.

1. Background:
   To provide protection against sexual harassment of women at the workplace and for the prevention and redressal of complaints of sexual harassment and matters connected therewith or incidental thereto.
2. Objective of the policy:
   Sexual harassment results in violation of the fundamental rights of a woman to equality under Articles 14 and 15 of the Constitution of India and her right to life and to live with dignity under article 21 of the Constitution and right to practice any profession or to carry on any occupation, trade or business which includes a right to a safe environment free from sexual harassment.
3. Applicability:
   This Policy will be called the Prevention, Prohibition and Redressal of Sexual Harassment of Women at the Workplace and will be applicable to each and every employee including regular, temporary, contract, probationers, trainees, apprentices etc., recruited directly or through an agent with or without the knowledge of the Principal Employer.
4. Committee:
   With a view to redressal of any complaints that may arise and as required by law, an Internal Complaints Committee has been formed as under:
   
   

   Designation	Name	Contact Number	Email id
   Presiding Officer	Ms. Rohini Temkar	022 66378284	rohini.temkar@batliboi.com
   Members	Mr.Kaushik Kabiraj	022 66378253	kaushik.kabiraj@batliboi.com
   	Ms.Helen Williers	022 61530111	helen.williers@batliboi.com
   	Ms.Kalpana More	022 25587421	kaplana.more@batliboi.com
   	Mr.Madhav Tawde	022 61530143	madhav.tawde@batliboi.com
   	Ms. Sayli Surve	022 66378200	sayli.surve@batliboi.com
   External Member	Dr.R.Krishna Murthy	9820303236 (M) 022-22044084 (O)	srmdrrk@gmail.com srmdrrk@mtnl.net.in
   Term	3 years
   Frequency of Meetings	Preferably once a month

   
   

   Where the Presiding Officer or any Member of the Internal Committee:-

   a) contravenes the provisions of prohibition of publication or making known contents of the complaint and inquiry proceedings;

   b) has been convicted for any offence or an inquiry into an offence under any law for the time being in force is pending against him / her; or

   c) he / she has been found guilty in any disciplinary proceedings or a disciplinary proceeding is pending against him / her; or

   d) has so abused his / her position as to render his / her continuance in office prejudicial to the public interest,

   Such Presiding Officer or Member, as the case may be, shall be removed from the Committee and the vacancy so created or any casual vacancy shall be filled by fresh nomination.

5. PROCESS & PROCEDURE
   The aggrieved women may make, in writing, a Complaint of sexual harassment at workplace to the Internal Complaints Committee, within a period of 3 months from the date of incident and in case of a series of incidents, within a period of three (3) months from the date of the last incident. The IC may extend the time limit if it is satisfied that the circumstances were such which prevented the woman from filing a complaint within the said period.

   The IC shall proceed to make an inquiry into the complaint.

   On completion of the inquiry the IC shall provide a report within a period of ten (10) days from the date of completion of the inquiry and such report will be made available to the concerned parties.

   There is provision for punishment for false or malicious complaints and false evidence.

   Appeal if any shall be preferred within a period of ninety (90) days of the recommendations.

6. WHAT CONSTITUTES SEXUAL HARASSMENT:
   Sexual harassment includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely:-
   (i) Physical contact and advances ; or
   (ii) A demand or request for sexual favours ; or
   (iii) Making sexually coloured remarks; or
   (iv) Showing pornography; or
   (v) Any other unwelcome physical, verbal or non verbal conduct of sexual nature.

   The following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:-
   (vi) implied or explicit promise of preferential treatment in her employment; or
   (vii) implied or explicit threat of detrimental treatment in her employment; or
   (viii) implied or explicit threat about her present or future employment status; or
   (ix) interference with her work or creating an intimidating or offensive or hostile work environment for her or
   (x) humiliating treatment likely to affect her health or safety.