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Prevention of Sexual Harassment(POSH) at
Workplace Policy

The Policy Statement

Tech4Good Community (T4GC)  is an equal opportunity employment company and committed to providing a safe environment for all its employees free from discrimination on any ground and from harassment at work including sexual harassment. T4GC will operate a zero tolerance policy for any form of sexual harassment in the workplace, treat all incidents seriously and promptly investigate all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including dismissal from employment. 

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All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be ‘victimized’ for making such a complaint. 

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T4GC has adopted guidelines & procedures to prevent, prohibit and punish any act of sexual harassment committed at the workplace in accordance with “The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013. 

Scope

This policy extends to all employees of T4GC, including any person employed as temporary, casual, consultant or contract worker, probationers, trainees, interns, apprentices or by any other name and visitors. The policy is deemed to be incorporated in the service conditions of all employees and shall come into force with immediate effect.

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Although the “The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013, specifically deals with the protection of “women” against sexual harassment, T4GC strongly believes that all employees, regardless of their gender or sexual orientation, have the right to work in an environment safe from verbal or physical abuse and unsolicited or unwelcome sexual overtures. Notwithstanding the provisions of the law,

 

T4GC shall take strict disciplinary action as provided under this policy against any persons who perpetuates any and all forms of sexual harassment, regardless of the gender of the perpetrators.

 

This policy shall be shared with all employees and all new recruits at the time of induction and written acknowledgement shall be obtained indicating that all employees have received, read, understood and will abide by the policy. If necessary, the policy shall be made available in the local language of the employee.

 

The policy does not impair or limit the right of anyone seeking any remedy available under law. Proceedings under this policy may continue notwithstanding the pendency or otherwise of any proceedings initiated by an aggrieved person under any law in force.

Complaints procedures

Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. T4GC recognises that sexual harassment may occur in unequal relationships (i.e. between a supervisor and his/her employee) and that it may not be possible for the survivor to inform the alleged harasser. If a survivor cannot directly approach an alleged harasser, he/she can approach one of the designated staff members responsible for receiving complaints of sexual harassment. This person could be another supervisor, a member of the human resources department, etc. When a designated person receives a complaint of sexual harassment, they will: 

  • Immediately record the dates, times and facts of the incident(s)  

  • Ascertain the views of the survivor as to what outcome they want

  • Ensure that they  understand the company’s procedures for dealing with the complaint  discuss and agree the next steps: either informal or formal complaint, on the understanding that choosing to resolve the matter informally does not preclude the survivor from pursuing a formal complaint if he/she is not satisfied with the outcome

  • Keep a confidential record of all discussions 

  • Respect the choice of the survivor 

  • Ensure that the survivor knows that they can lodge the complaint outside of the company through the relevant country/legal framework 

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T4GC recognises that because sexual harassment often occurs in unequal relationships within the workplace, survivors often feel that they cannot come forward. T4GC understands the need to support them in making complaints. 

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