Table of Contents
1. Introduction
2. Objectives
3. Scope
4. Legal and Regulatory Framework
5. Definitions
6. Guiding Principles
7. Roles and Responsibilities
8. Preventive Measures
9. Complaint and Redressal Mechanism
10. Confidentiality and Information Sharing
11. Training and Awareness
12. Monitoring and Review
1. Introduction
The Society for Urban & Rural Enlightenment (SURE) is committed to providing a safe and respectful work environment free from sexual harassment. This policy outlines the procedures and measures to prevent, address, and redress sexual harassment at the workplace.
2. Objectives
- Prevent incidents of sexual harassment at the workplace.
- Provide a safe and respectful working environment for all employees.
- Establish a clear procedure for addressing complaints of sexual harassment.
- Ensure compliance with legal and regulatory requirements related to the prevention of sexual harassment.
3. Scope
This policy applies to all employees, volunteers, contractors, and board members of SURE, irrespective of their gender. It covers incidents of sexual harassment that occur at the workplace, during work-related activities, or through online platforms.
4. Legal and Regulatory Framework
This policy is aligned with the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, and other relevant laws and regulations in India.
5. Definitions
- Sexual Harassment: Any unwelcome act or behavior (whether directly or by implication) that includes physical contact and advances, a demand or request for sexual favors, making sexually colored remarks, showing pornography, or any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature.
- Employee: Any person employed at SURE, whether permanently, temporarily, on a contract, or as a consultant.
- Internal Complaints Committee (ICC): A committee established to address complaints of sexual harassment at the workplace.
6. Guiding Principles
- Zero Tolerance: SURE has a zero-tolerance approach to sexual harassment.
- Dignity and Respect: All employees are entitled to work in an environment that respects their dignity and personal integrity.
- Confidentiality: Information about complaints of sexual harassment must be handled with strict confidentiality.
- Non-Retaliation: Retaliation against individuals who report sexual harassment or participate in investigations is strictly prohibited.
7. Roles and Responsibilities
- Board of Directors: Ensure overall compliance with the Prevention of Sexual Harassment Policy and regulations.
- Internal Complaints Committee (ICC): Handle complaints of sexual harassment, conduct investigations, and recommend appropriate actions.
- Employees and Volunteers: Adhere to the policy, report incidents of sexual harassment, and cooperate with investigations.
8. Preventive Measures
- Awareness Programs: Conduct regular awareness programs on the prevention of sexual harassment, employees’ rights, and the complaint process.
- Code of Conduct: Establish and enforce a code of conduct that outlines acceptable and unacceptable behavior.
- Safe Work Environment: Ensure that the physical and online work environments are safe and free from sexual harassment.
9. Complaint and Redressal Mechanism
- Reporting: Employees who experience or witness sexual harassment should report it promptly to the Internal Complaints Committee (ICC).
- Complaint Submission: Complaints can be submitted in writing, through email, or verbally to any ICC member.
- Investigation: The ICC will conduct a prompt and thorough investigation of all reported complaints, ensuring fairness and impartiality.
- Resolution: Based on the investigation findings, the ICC will recommend appropriate actions, which may include disciplinary measures, counseling, or other corrective actions.
- Appeal: If the complainant or the respondent is not satisfied with the resolution, they can appeal to the appropriate authority as per the organization's policies.
10. Confidentiality and Information Sharing
- Confidentiality: Maintain strict confidentiality of all information related to complaints of sexual harassment.
- Information Sharing: Share information only on a need-to-know basis and in accordance with legal and regulatory requirements.
11. Training and Awareness
- Training Programs: Provide regular training on the Prevention of Sexual Harassment Policy, procedures, and best practices to all employees and volunteers.
- Awareness Campaigns: Conduct awareness campaigns to promote a culture of respect and zero tolerance for sexual harassment.
12. Monitoring and Review
- Monitoring: Regularly monitor compliance with the Prevention of Sexual Harassment Policy and procedures.
- Review: Conduct periodic reviews and updates of the policy to reflect changes in laws, regulations, and organizational activities.
- Audits: Perform internal and external audits to ensure the effectiveness of the prevention program.