POSH Policy

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PREVENTION OF SEXUAL HARASSMENT POLICY

PURPOSE

MPPL is committed to create a safer working environment for all the woman employees free from any discrimination or sexual harassment at their workplace. MPPL is an equal opportunity employer and also believes in an inclusive growth of all woman employees across the company to be treated with dignity and respect.

SCOPE AND APPLICABILITY

This policy is applicable to all the Employees at MPPL.

GUIDELINES

What is Sexual Harassment?

Sexual harassment is any unwanted, unwelcome or uninvited behavior of a sexual nature that is likely to offend, humiliate or intimidate. Sexual harassment can take many forms and may include;

  • Belittling jokes or comments based on gender stereotypes.
  • Behavior which insists that gender stereotypes be maintained andexercised in the workplace.
  • Uninvited touching, kissing or embracing; making promises or threatsin return for Sexual favors.
  • Displays of sexually graphic material including posters, cartoons andscreen savers.
  • Repeated invitations to go out after prior refusal.
  • Staring or leering at a person or parts of their body.
  • Sexually explicit conversation.
  • Persistent questions or insinuations about a person’s private life.
  • Any behavior that creates a sexually hostile work environment.

Sexual Harassment Prevention Committee:

Sexual Harassment Prevention Committee has been constituted to consider and redress complaints of Sexual Harassment. The committee should be headed by a Woman. HR Department shall finalize the Committee members in coordination with respective Works / Site / Branch / Location Head and shall circulate Committee details to employees in respective locations. The size of the Committee shall not be more than 5 members.

Procedure for reporting Sexual Harassment:

  • Employee has to submit his / her complaint in writing on the occurrence of such an incident at their respective location mentioning the Date and nature of the harassment.
  • Upon receipt of the formal complaint from the employee sexual harassment Committee will initiate investigation on the veracity /strength of the complaint. Confidentiality will be maintained during the investigation.
  • Organization will not tolerate any form of reprisal or retaliation against an employee or applicant reporting any incident of claimed sexual harassment.
  • False accusations of harassment will not be tolerated and would be viewed seriously.

Enquiry and Action:

HR along with Sexual harassment committee will initiate enquiry and In case the complaint is proved true, HR Department shall initiate necessary action.

Improper Complaints:

This policy shall not be used to bring frivolous or malicious complaints against anyone. Making a knowingly false complaint subjects the complaint to disciplinary or corrective action. However, failure to prove a claim of sexual harassment does not constitute proof of a false and / or malicious accusation.

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