1. Introduction

[Company Name] is dedicated to fostering a workplace that is free from sexual harassment. We believe that every employee has the right to work in an environment characterized by dignity and respect, irrespective of gender, sexual orientation, or any other personal characteristic. This policy aims to define what constitutes sexual harassment, outline the procedures for reporting incidents, and ensure a prompt and fair investigation of all complaints.

2. Definition of Sexual Harassment

Sexual harassment encompasses any unwanted sexual advances, demands for sexual favors, or other verbal or physical behaviors that are sexual in nature and that:

Foster a work environment that is aggressive, unwelcoming, or disrespectful.
Interfere with an employee’s job performance.
Impact an employee's ability to participate in or benefit from company activities.

Sexual harassment can appear in multiple ways, such as:

Verbal: This category encompasses sexually suggestive remarks, jokes, innuendos, or derogatory statements.
Visual: This involves showing or distributing sexually suggestive images or pornography.
Non-verbal: Examples include inappropriate gestures, stalking behaviors, or unwelcome physical proximity.
Physical: This encompasses unwanted touching or sexual assault.
Coercive Actions: Any threats made regarding job security or benefits in exchange for sexual favors.

Sexual harassment can occur among employees at different levels within an organization, including interactions between supervisors and their subordinates. It can also arise in situations involving employees and non-employees, such as customers, vendors, or guests.

3. Reporting Sexual Harassment

3.1. Reporting Options

Employees who experience or observe incidents of sexual harassment are strongly encouraged to report these occurrences as soon as possible. Complaints can be submitted to these individuals:

Immediate Supervisor: This is typically the most straightforward path to address the matter directly.
Human Resources (HR) Department: HR serves as a confidential resource, dedicated to investigating complaints and facilitating a fair resolution.
Compliance Officer: [Company Name] might designate a compliance officer specifically to manage sensitive reports related to harassment.
Equal Employment Opportunity (EEO) Officer: If the situation involves discrimination, you can report it to the EEO officer.

3.2. Reporting Process

When filing a report regarding sexual harassment, it is important to include as many details as possible, such as:

The nature of the harassment, such as verbal, visual, or physical forms.
Specific dates, times, and places where the incidents occurred.
Names of any potential witnesses.
Detailed descriptions of the harassing actions.

4. Investigation Procedure

A designated investigator will carry out a prompt and comprehensive investigation of all reported sexual harassment cases. Confidentiality will be maintained to the greatest extent possible throughout the process. Both the individual making the complaint and the accused will be given the chance to share their perspectives and present relevant information.

5. Disciplinary Actions

Depending on the gravity of the incident, appropriate disciplinary measures will be enforced against the alleged offender, which may include:

Oral Warning
Written Warning
Suspension
Termination of employment

It is essential for employees to feel secure in reporting harassment incidents, knowing that their concerns will be taken seriously and handled professionally.

6. Anti - Retaliation

[Company Name] strictly forbids retaliation against individuals who report incidents of sexual harassment in good faith. This includes any negative actions, such as demotion, termination, or the creation of a hostile work environment. To ensure a thorough understanding of this POSH policy.

7. Training

[Company Name] will provide training to all employees. This training will cover the definition of sexual harassment, outline employees' rights and responsibilities under the policy, and explain the reporting process for such incidents.

8. Resources

Employees looking for more information or assistance can utilize the resources listed below.

Link Below:

POSH ACT 2013

9. Questions

For any inquiries regarding this policy, please reach out to your supervisor, the Human Resources Department, or the Compliance Officer.

10. Policy Review

This POSH policy will be reviewed annually and streamlined as needed to ensure its effectiveness and adherence to current laws and regulations.This POSH policy will undergo regular reviews and updates to maintain compliance with applicable laws and regulations.

POSH Policy

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