This PPT describes thoroughly about what is sexual harassment policy of a company and effects of implementing and redressal procedures in company.

1. Policy on Productive Work
Environment: An Awareness Session

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 Know and identify what harassment is
 Understand the impact of harassment
 Dealing with harassment
 Know companys’s policy on how and when to report
harassment
 To prevent harassment and help create a safe and healthy
working environment

3. TEHELKA DOWNFALL: TARUN TEJPAL CASE
 Tehelka -Known for its investigative journalism and sting operations., instrumental in
changing the media scenario in India
 Founder: Tarun Tejpal along with Anirudha Bahal in 2000 as a website. Won awards for
their excellence in journalism
 Editor-in-Chief Tarun Tejpal.- Charged with assault by journalist in Goa Think Fest.
 The Goa Police filed an FIR, citing an email sent by Tejpal to the victim on 19 November,
and arrested him on 30 November.
 Result: Shame and steep downfall of reputation, a journal and website which has done
outstanding and brave work.
 Rifts within the organization and system breakdown leading the revolutionary magazine to
closure.
 Shoma Chaudhury’s handling of this case was also criticised
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4. RECENT TOP 2012-14 CASES
TEHELKA TARUN TEJPAL assault of journalist
twice in a hotel lift in Goa during the Think Fest
In Goa Custody
Place: Restaurant Lift, out of work hours, semi
professional and social mix
SUPREME COURT JUDGE AK GANGULI :
harassment levelled by a law intern. Alleged
to have also assaulted 3 other girls
The jury is still out.
Place: Hotel room, out of office hours on
official duty

5. VISHAKHA GUIDELINES
 Gender equality includes protection from harassment and the right to work with
dignity as per our constitution.
 Extra hazard for a working woman compared her male colleague is clear violation of
the fundamental rights of ‘Gender Equality’ & Right to Life and Liberty.
 Safe working environment is fundamental right of a working woman.
 In no way should working women be discriminated at the workplace against male
employees.
 Working with full dignity is the fundamental right of working women.
 The Vishakha judgment recommends a Complaints Committee at all workplaces,
headed by a woman employee, with atleast half of its members being women.

6. WHAT IS HARASSMENT?
It is unwanted sexual advances, requests for sexual favors, and
other verbal or physical conduct that tends to create
mental/emotional instability and a hostile or offensive work
environment. For example, unwanted:
• Touching or physical contact
• Gestures
• Remarks-jokes
• Exhibitionistic action
• Showing dirty porn and
pictures
• Wolf whistles
• Ogling
• Asking sexual
favors
• Cyber notes
• SMS ,MMS, e-
mails
• Staring
• Phone calls
• Quid pro Quo

7. DEFINITION OF WORKPLACE
(AS PER SEXUAL HARASSMENT OF WOMEN AT WORKPLACE ACT, 2013)
Workplace includes:
 Any department, organisation, undertaking, establishment,
enterprise, institution, office, branch or unit which is
established, owned, controlled or wholly or substantially
financed by funds provided directly or indirectly by the
appropriate Government or the local authority or a
Government company or a corporation or a co-operative
society

8. DEFINITION OF WORKPLACE
(AS PER SEXUAL HARASSMENT OF WOMEN AT WORKPLACE ACT, 2013)
Workplace includes:
 Any private sector organisation or a private venture,
undertaking, enterprise, institution, establishment, society,
trust, non-governmental organisation, unit or service
provider carrying on commercial, professional, vocational,
educational, industrial, health services or financial activities
including production, supply, sale, distribution or service;
 Any place visited by the employee arising out of or during the
course of employment including transportation provided by
the employer for undertaking such journey.

9. DEALING WITH HARASSMENT
 Do not ignore: notify incidents to a trustworthy person as
soon as possible
 Gather proof if possible: record date/time and description
of incidence, offensive text messages, e-mails, etc
 Tell harasser to stop: in person or in writing, stating that if
unwanted behavior continues, action will be taken
 Do not be afraid: there are mechanisms to ensure that
victim is protected, and alleged employee is punished
 Notify: Send your written complaint

10. PRECAUTIONS WHILE DEALING WITH CUSTOMERS/CLIENTS
• Visiting cards, email id, telephone, mobile numbers: Name,
profile, official email id, office phone –ext , office add only
No personal mobile numbers or personal info to be entertained
• Solicitation: Client/customer/or person in position soliciting-date,
dinner etc
Not to be entertained during course of any professional –
marketing collaboration. Firm refusal on professional and personal
ethical ground.
• Facebook /Linked and other social networking
Have an official site to interact professionally, ignore or reject
personal advance

11. PRECAUTIONS WHILE DEALING WITH CUSTOMERS/CLIENTS
 Misbehavior at customer institution by staff/others
Seek prior appointment with specific person and meet specific
person.
Call prior to visit, reach on time not before or after
Any solicitation – asking for personal numbers, making personal
remarks-polite, curt refusal
 Odd hours pretext phone calls
No personal number to be given, any genuine queries through
organization website , or specific enquiry time. Mobile calls track
and preserve bills for future reference
Ignore call/ hang up
Track caller ID

12. HARASSMENT AGAINST MEN
• Discrimination is built into the social bias that men are more
aggressive
• Men are more likely to engage in this type of behavior (which is true,
statistically). But that doesn't mean that men can't also be victims of
domestic violence, mental/sexual harassment, and rape.
• We should work together to dispel these biases and work on
legislation and public awareness that allows men to feel more
comfortable coming forward with these issues, and for law
enforcement and the courts to take it more seriously when it does
happen.
• Laws must be equal for males and females

13. COMPANY POLICY
 Our Company is an equal employment opportunity
organization, committed to creating a healthy working
environment, and believes that all employees of the
Company, have the right to be treated with dignity,
regardless of their gender, caste, creed, age, sexual
orientation, religion, or disability.
 This policy applies to all persons involved in the
operations of the Organization and prohibits such
harassment by any employee, including supervisors and
co- workers, volunteers, any customer or client of the
Organization, and any vendor or other service provider

14. EMPLOYEE WELLBEING COMMITTEE
-A Committee has been constituted by the Management to consider
and redress complaints of Harassment.
--COMPOSITION OF COMMITTEE :-
-- Any complaints received will be investigated by the Committee
and necessary action will be taken
--50% of committee must be women. Chairperson must be not
from company.
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1 Chairperson Non Company member name
2 Member
3 Member Secretary
4. Member
5. Member
6. Member

15. COMMITTEE RESPONSIBILITY
 The committee shall be responsible to work in compliance with the
Redressal process and Enquiry process laid down in the Anti Harassment
policy.
 The committee shall be governed by The Sexual Harassment of Women
at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
 The Committee shall annually evaluate and review the Anti Harassment
Policy. If required they will recommend changes to the policy.
 The committee will produce, at the minimum, an annual update to the
Board on the complaints received, investigation carried out and actions
taken.
 The tenure of existing members of the Committee will be no more than 3
years.
 If it is found that any of the Committee members has himself/herself
violated the provisions of the Grievance Redressal Policy, or has
committed any illegal acts, he/she will be disqualified from the Committee.

16. COMPLAINT & ACTION
 The person concerned can personally talk / telephone/ write/ e-mail any
member of the Committee.
 Alternatively, an email can be sent to hr@nepli.net
 A written complaint to the may be addressed to the Chairperson of the
Committee.
 Any staff who comes to know about an incident of harassment shall advise
the affected person to approach a member of the Committee or report to a
member themselves. They are discouraged to discuss the issue among
themselves or try to solve the problem by themselves.
 The name of the complainant will ALWAYS be kept CONFIDENTIAL.
 If an employee or person outside of company is found guilty of harassment,
the organization will take appropriate course action on a case-to-case basis.

17. THANK YOU!