Objective & Scope
Policy Objective
ProntoServe is committed to providing a work environment free from discrimination and harassment. This policy aims to define sexual harassment, prohibit it in all forms, and provide a clear mechanism for redressal of complaints.
Applicability & Scope
- All employees (permanent, temporary, trainees, consultants).
- Workplace includes office premises, client sites, and work-related travel.
- Virtual workspaces and electronic communication are fully covered.
- Protection extends to all genders within the workplace.
Zero Tolerance Commitment
ProntoServe maintains a strict zero-tolerance approach towards any form of sexual harassment. Any individual found violating this policy will face strict disciplinary action, including termination.
Aggrieved Individual
Any person, of any age, whether employed or not, who alleges to have been subjected to any act of sexual harassment by the respondent.
Employee
A person employed for any work on regular, temporary, ad hoc or daily wage basis, either directly or through an agent, including a contractor.
Key Definitions
Understanding the fundamental terms of the POSH Act to ensure clarity and compliance across the organization.
Respondent
A person against whom the aggrieved individual has made a complaint regarding sexual harassment at the workplace.
Sexual Harassment
Includes unwelcome acts like physical contact, a demand or request for sexual favors, making sexually colored remarks, or showing pornography.
Workplace
Extended to include any place visited by the employee arising out of or during the course of employment, including transportation provided.
Internal Committee
The body constituted by the employer to receive and redress complaints of sexual harassment as per the Act's guidelines.
Complaint Resolution Process
A structured, time-bound, and confidential process for resolving grievances under the POSH framework.
01
Submission
Written complaint submitted to internal committee within 3 months of incident.
02
Conciliation
Request for conciliation before inquiry, if desired by the complainant.
03
Inquiry Phase
Formal investigation by the Internal Committee completed within 90 days.
04
Resolution
Submission of report and implementation of recommendations within 60 days.
The Internal Committee (IC) Overview
In compliance with the POSH Act, ProntoServe has established a dedicated Internal Committee to handle and address complaints of sexual harassment effectively and sensitively.
IC Composition
- Presiding Officer: A senior female employee.
- Employee Members: Not less than two members.
- External Member: NGO activist or legal expert.
Legal Authority
The Committee is empowered to conduct inquiries and suggest reconciliation. It holds the power of a civil court for summoning witnesses and examining evidence.
Disciplinary Actions
Actions range from a written apology and warning to withholding of promotion, increments, or termination of employment without notice.
Offences & Consequences
ProntoServe maintains a strict Zero Tolerance policy. Any violation of POSH guidelines results in immediate and severe disciplinary action as per Indian law.
Monetary Penalties
Deduction from wages or salary as compensation to be paid to the aggrieved woman, considering mental trauma and loss of career opportunity.
Support & Resources
Access immediate help, documentation, and reporting tools to ensure a respectful workplace environment.