• Sexual Harassment can be caused by direct/ indirect Physical, Verbal, Non-verbal, Emotional and Psychological encounter/ interactions and communication resulting in harassment of women.
• Sexual Harassment at workplace is a grave offence and punishable with fine and / or rigorous imprisonment.
• Sexual Harassment violates the Fundamental Right of Gender Equality, Right to Life and Dignity.
WHAT IS PREVENTION OF SEXUAL HARASSMENT (PoSH)?
• Tata DLT adheres to the Tata Code of Conduct (TCoC) which does not permit disrespect or harassment to any employee.
• Tata DLT’s PoSH Policy is aligned to the new Indian Law of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Copy is available with PoSH Committee.
• Under the Act, women employee/ aggrieved women include Permanent, Temporary, Contract, Part-time, Trainees, Apprentice, Consultant, Client, Customer and Supplier.
• Workplace as per definition INCLUDES – Office, Warehouse, Showroom, Factory/ Manufacturing units including employees in transportation on way to work.
HOW TO REPORT AND RESOLVE COMPLAINTS?
• Any aggrieved woman can lodge a complaint in writing duly signed to any the member of the PoSH Committee. In case she is unable to make the application or is incapable due to physical/ emotional problems, the complaint can be made on her behalf by her legal heir/ relative.
• Upon receipt of valid complaint from the victim, Internal Complaint committee will interrogate the accused and victim independently and jointly as per the demand of the proceeding.
• Upon detail investigation and interrogation with both the parties. If such accused found guilty then the PoSH Committee in consultation with any external agency as and when require shall undertake such disciplinary action which may deed fit to give justice to the victim.
The disciplinary action shall include but not limited to;
• Formal apology
• Written warning to the perpetrator and a copy of it maintained in the employee’s file.
• Change of work assignment / transfer for either the perpetrator or the victim.
• Suspension or termination of services of the employee found guilty of the offence.