Vasudha Pharma Chem Limited henceforth will be referred to as ‘Organization’ for this policy purpose. Our Organization is committed to provide a work environment that ensures every woman employee is treated with dignity and respect and afforded equitable treatment. The Organization is also committed to promote a work environment that is conducive to the professional growth of its women employees and encourages equality of opportunity.
The Organization will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its women employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Organization, including permanent management and workmen, temporaries, trainees and employees on contract at its workplace or at client sites. The Organization will not tolerate sexual harassment, if engaged in by clients or by suppliers or any other business associates.
The workplace includes:
Date of Commencement:
This policy will continue in operation with effect from 01st Jan, 2018
This policy is amended on 01st Feb, 2019 and is effective from 01st Mar, 2019
Definition of Sexual Harassment:
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature.
Sexual Harassment at the workplace includes:
Responsibilities regarding Sexual Harassment:
All employees of the Organization have a personal responsibility to ensure that their behavior is not contrary to this policy. All employees are encouraged to reinforce the maintenance of a work environment free from sexual harassment.
Whether or not such conduct constitutes an offence under law or a breach of the service rules, an appropriate complaint mechanism in the form of “Complaints Committee” has been created in the Organization for time-bound redressal of the complaint made by the victim.
The Organization has instituted a Complaints Committee for redressal of sexual harassment complaint (made by the victim) and for ensuring time bound treatment of such complaints. Initially, and till further notice, the Complaints Committee will comprise of the following three members out of which at least 2 members will be women.
The Complaints Committee is responsible for:
PROCEDURES FOR RESOLUTION, SETTLEMENT OR PROSECUTION OF ACTS OF SEXUAL HARASSMENT:
The Organization is committed to providing a supportive environment in which to resolve concerns of sexual harassment as under:
A. Informal Resolution Options:
C. Corrective action may include any of the following:
The Organization understands that it is difficult for the victim to come forward with a complaint of sexual harassment and recognizes the victim’s interest in keeping the matter confidential. To protect the interests of the victim, the accused person and others who may report incidents of sexual harassment, confidentiality will be maintained throughout any investigatory process to the extent practicable and appropriate under the circumstances.
Access to Reports & Documents:
All records of complaints, including contents of meetings, results of investigations and other relevant material will be kept confidential by the Organization except where disclosures required under disciplinary or other remedial processes.
Protection to Complaint/Victim:
The Organization is committed to ensuring that no employee who brings forward a harassment concern is subject to any form of reprisal. Any reprisal will be subject to disciplinary action. The Organization will ensure that victim or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment. However, anyone who abuses the procedure (for example, by maliciously putting an allegation knowing it to be untrue) will be subject to disciplinary action.
In conclusion, the Organization reiterates its commitment to providing its women employees, a workplace free from harassment/ discrimination and where every employee is treated with dignity and respect.
Power to Amend:
The Organization reserves the right to amend the policy at anytime without assigning any reason whatsoever. The utility and interpretation of the policy will be at the sole discretion of the Management.
Date of Review : 18th Feb, 2019
Next date of Review : 17th Feb, 2022
Female Representatives to be nominated under the policy of Prevention of Sexual Harassment of Women at Workplace.
Date of amendment : 01.02.2019
Effective date of Implementation : 01.03.2019
|1||Corporate Office||Mr. Rabindra Kumar||CS|
|2||Mr. T.Nageswara Rao||Accounts|
|10||Ms. S. Ramya||QA|
|12||Mr. D. Venkata Ramana||Production|
|13||Ms. R.Vishalakshmi Devi||EHS|
|15||Mr. B. Murali||EHS|