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Prevention of Sexual Harassment (POSH) Policy

Strict POSH Policy​

This policy has been framed in accordance with the provisions of “The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013” and rules framed thereunder (hereinafter “the Act”). Accordingly, while the policy covers all the key aspects of the Act, for any further clarification reference shall always be made to the Act and the provisions of the Act shall prevail.

At Kiara TechX we treat each other with respect and dignity and expect everyone to promote a sense of personal responsibility. We recruit competent and motivated people who respect our values, provide equal opportunities for their development and advancement; protect their privacy and do not tolerate any form of harassment or discrimination.

The ‘Prevention of Sexual Harassment of women at workplace: Guidelines for Kiara TechX’ intends to provide protection against sexual harassment of women at workplace and the prevention and redressal of complaints of sexual harassment and matters related to it.

1. Pourpose​

To create and maintain safe work environment, free form sexual harassment & discrimination for all its employees. Establish guidelines as per the guidelines of “The Sexual harassment of women at workplace (prevention, prohibition & redressal) Act, 2013.

2. Scope​

Kiara TechX aims to adopt zero tolerance attitudes against any kind of Sexual Harassment or discrimination caused by any employee during their tenure in Kiara TechX towards any other person being an employee of Kiara TechX, Client, Vendor and Contractor in Company premises or elsewhere in India or abroad.

3. Applicability​

All employees of Kiara TechX.

4. Definitions​

I. Employee of Kiara TechX – Includes person carrying out any work on behalf of Kiara TechX and may have been hired as Permanent, Temporary, Contracted or on Retainer Ship Basis, part-time basis etc., either directly or indirectly or through vendor organization.

II. Sexual Harassment – Harassment of a Female/Male employee consisting of any unwelcome sexually determined behavior, whether directly, indirectly, by any male/female in charge of the management or a male/female co-employee either individually or in association with other persons to exploit the sexuality of co-employee to harass him/her in a manner which prevents or impairs his/her full utilization of full benefits, facilities or opportunities or any other behavior which is generally considered to be derogatory.

III. Aggrieved Person - In relation to the workplace, any individual, regardless of gender and whether employed or not, who alleges to have been subjected to any act of sexual harassment by the Respondent.

IV. Respondent - Employees against whom the complaint has been filed.

5. Policy Guidelines​

Sexual Harassment shall include but not limit to:

  • Physical Contact & Sexual advances
  • Demand or request for sexual favors;
  • Sexually- colored remarks;
  • Showing pornography;
  • Any other unwelcome physical, verbal or non-verbal or written conduct of a sexual nature.

6. Grievance Mechanism: Procedure to Register Complaints​

A complaint shall be submitted through email to hr@kiara.tech or can be discussed during the meeting with any member of the Internal Committee mentioned herein within 3 months of occurrence of an act of Sexual Harassment. If the respondent is direct supervisor of the complainant, or person influencing the career growth of the complainant, the reporting structure will be changed till the time the enquiry is completed.

7. Internal Committee​

a. Each complaint of Sexual Harassment shall be dealt with utmost confidentiality and urgency by an Internal committee consisting of:

  • Presiding Officer - 1 member
  • Internal Member - 3 members
  • External Member - 1 member (NGO / Legal expert)

b. Within 3 working days, the internal committee shall commence Official Internal Enquiry by:

  • Informing the said complaint to the respondent.
  • Instructing to stop the alleged act of Sexual Harassment immediately
  • Informing not to reach out to the complainant directly or indirectly
  • Asking an immediate explanation from him/her

c. Within 5 working days from the receipt of original complaint, the designated person shall respond in writing to the complainant informing him/her about the initial steps taken by Kiara TechX in order to stop the alleged act(s)

d. Within 15 days from receipt of the complaint, the Internal committee shall record and accordingly communicate in writing to the complainant and the Respondent, its prima facie findings, upon giving the concerned parties a fair and due opportunity to represent themselves and upon conducting fact finding, truth verification and counseling sessions with persons involved in alleged act(s)

e. A complaint will be closed no later than one month from receipt of complaint by recording the decisions of the internal committee, accordingly informing to the complainant and the Respondent of the same.

f. Employees are duty bound to assist in investigative steps, employees’ wholehearted participation shall be mandatory in this regard. Whistleblowers shall be protected from exposure, retaliation or hostility.

g. Within 2 working days from receipt of prima facie findings or the charges, if the complainant or the Respondent is dissatisfied with the decision of internal committee, she or he may appeal specifying the reasons in writing to Managing Director. Within 5 working days from the receipt, the appeal shall be finally disposed of by written communication to the said party. The decision of Managing Director shall be final and cannot be appealed.

8. Redressal​

a. An amicable resolution of the complaint is possible only with the written consent of the complainant.

b. Within 24 hours of closing the case file, the internal committee shall present the same to and inform its decision to the Managing Director.

c. In case of decision establishing the offence of Sexual Harassment of the complainant, within 3 working days, the internal committee shall recommend Disciplinary action against the offender considering the nature and extent of injury caused to the complainant, prior complaints or repetition of offence etc and the impact of the offence on the company profile as a whole.

d. The position of the offender and the criticality of the position occupied by the offender shall not be any hindrance to the disciplinary action taken against the offender.

e. The disciplinary action that shall be commensurate with the nature of the gravity of the offence, shall include but not limited to,

  • Warning
  • Written apology from offender
  • Bond of good behavior
  • Transfer
  • Debarring from supervisory duties
  • Denial of employee benefits like increments/promotion/salary correction etc.
  • Cancellation of specific work Assignment
  • Suspension
  • Dismissal

Annual report summarizing complaints and Redressal of Sexual harassment shall be prepared by designated person. The said report as well as all documents regarding Sexual Harassment complaints shall be in the custody of designated person and will be termed as ‘Strictly Confidential’.

Monitoring and Review​

This Policy and Procedure will be reviewed whenever required from the date of implementation. Reviews will be initiated by the HR Department. Where changes in employment legislation occur that directly affect this Policy, these will be reflected with immediate effect and communicated through HR.

Management Rights​

The Management reserves the absolute right to amend, suspend or withdraw any or all the provisions of this policy at any time with or without prior notice to the employees. In case of any ambiguity on the interpretation of any of the provisions contained herein, the interpretation given by such an authorized officer of the company shall be final and binding.