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Reference No CTEL/HR/xx/06
Effective
D
a November 15, 2006
t
e
Classification Internal
2 Policy
3 1. CTEL is committed to providing and maintaining a work environment that is
free of harassment based on gender, race, religion, national origin, age,
sexual orientation or other protected classifications. Harassment may take
different forms, and may involve, but is not limited to, visual displays,
suggestive remarks, jokes, gestures, sexual demand, emails, propositions, or
unwanted physical contact.
7 5. If CTEL determines that a violation of this policy has occurred, it will take
appropriate disciplinary action, which can include counseling, warning,
suspension, or any action up to and including termination of employment.
Compliance to this policy is a condition of each employee’s employment.
Guidelines
1 1. Definition
Harassment includes any behavior based on gender, race, religion, national
origin, age, sexual orientation or other protected classifications, directed towards
a specific person(s), and which affects working environment adversely.
Harassment may take place at work, work related event or activity or outside
work and may occur during or after office hours
2. Examples
This list is illustrative and not exhaustive.
a. Any form of pressure for sexual activity or
b. Unwanted sexual advances or
c. Use of sexual innuendoes
d. Physical aggression, assault
e. Unwelcome touching, hugging, patting or pinching
f. Continuous taunting
g. Intentional disturbance by making noise
h. Verbal sexual abuse disguised as humor
i. Display of sexually explicit pictures, pornography, cartoons, graffiti,
drawings
j. Repeated references to various parts of the body at inappropriate times
k. Request for dates when the other person has made it clear that she or he
is not interested
l. Constant sexual joking
m. Sexist language
n. Unwelcome whistling or any other suggestive gestures or remarks
o. Making of express or implied promises, rewards or benefits for complying
with sexual favors or making threats, reprisals or denial of opportunity for
refusal to so comply.
2 3. Responsibilities
All the employees of the Company will have the responsibility of implementing
this policy along with the Functional Heads (FH), the Senior Management team
(SM), and the members of the Grievance Committee (GC).
1. Responsibilities of Employees
0 a) To report the instances of harassment to the FH / SM / GC
1 b) To cooperate in the cases of investigation.
2 c) To abide by the directions given by the FH /SM /GC
3 d) Not to use this policy to make frivolous or malicious charges against
fellow employees
3 2. Responsibilities of the FH/GC
0 a) To create awareness of this policy in their divisions and projects.
1 b) To encourage the employees in their divisions and projects to report
the instances of harassment, if any.
2 c) To refer to the Grievances Committee the cases of harassment.
3 d) To take the necessary disciplinary action against the erring employees.
4 3. Responsibilities of the Grievance Committee
0 a) To set up the procedure for redressal of the complaints reported.
1 b) To conduct independent investigation of the cases of the harassment
reported.
2 c) To bring formal or informal resolution of the complaints reported.
3 d) To take the necessary disciplinary action against the employees.
Chairperson Head Of HR
Rishikesh Shinde(Senior Executive –
Member
Recruitment)
Member Sudip Kar, Program Manager
Advisor VP, GDC
1 1. When lodging a complaint an employee must be prepared to provide the
Grievance Officer with precise and detailed information on the nature of
behavior in question and furnish evidence or witness, if any.
2 2. The employee complaining of harassment shall be entitled to have an
employee of his/her choice accompany him/her at the time of making the
complaint and at all subsequent meetings/proceedings.
3 3. CTEL shall provide all support to an employee who reports harassment at
work from outsiders or persons not employees of CTEL.
4 4. In case of a verbal complaint the Grievance Officer will investigate the
matter and if in his/her opinion the matter is not serious enough to require a
formal resolution he/she may attempt to bring an informal resolution.
5 5. If the grievance cannot be resolved informally, the grievant will submit the
complaint in writing to the Grievance Officer. The Grievance Officer may assist
the complainant in this process. Formal complaints must set out specific facts
of the case and be signed by the complainant. A signed complaint constitutes
personal verification that the complaint is accurate and complete.
5. Confidentiality
Cases that involve allegations of sexual harassment are especially sensitive, and
special attention will be given to the issue of privacy for all individuals.
Information will be released only on need-to-know basis. Investigation at times
may compromise total confidentiality.
6. Retaliation
This policy strictly prohibits any kind of intimidation or harassment of individuals
who have filed complaints, instituted proceedings, assisted in investigations, or
formally or informally objected to discriminatory practices, irrespective of the
final outcome. CTEL will take strict action against those employees who would
indulge in such retaliatory actions.
Procedure
CTEL shall in appropriate cases, where conduct amounts to a specific offence under
the Indian Penal Code or other relevant law/statute, initiate requisite and appropriate
action in accordance with the law by making a complaint with the appropriate
authority.
Grievance Procedure