Board Approved Policy on Prevention of Sexual Harassment (POSH) and

POSH Training Certificate Requirement

Dear Team,

As part of our ongoing commitment to maintaining a safe and respectful workplace environment, the board of directors of Dealz Management Technologies Private Limited has approved a comprehensive policy on the Prevention of Sexual Harassment (POSH). This policy is designed to ensure that all employees, regardless of their role or level within the organization, understand their rights and responsibilities concerning the prevention and reporting of sexual harassment.

Key components of the POSH policy include:

Definition of Sexual Harassment: Sexual harassment is a form of gender-based discrimination and misconduct that involves unwelcome sexual advances, requests for sexual favors, or other verbal, non-verbal, or physical conduct of a sexual nature. It encompasses a wide range of behaviors that create a hostile, intimidating, or offensive work environment for the victim.

Sexual harassment can include:

Verbal Harassment: Such as sexually suggestive comments, jokes, innuendos, or propositions.

Non-Verbal Harassment: Such as leering, whistling, or making inappropriate gestures.

Physical Harassment: Such as unwanted touching, hugging, kissing, or other forms of physical contact.

Visual Harassment: Such as displaying sexually explicit materials, images, or videos in the workplace.

Quid Pro Quo Harassment: Where employment decisions or benefits are conditioned upon the victim’s submission to unwelcome sexual advances or requests. It occurs when a person in a position of power, such as a supervisor or manager, demands sexual favors from a subordinate in exchange for job benefits or advancement opportunities.

It involves the conditioning of employment-related decisions, such as promotions, raises, or job assignments, on the victim’s submission to unwanted sexual advances or requests. This type of harassment is a clear violation of workplace policies and anti-discrimination laws, as it exploits the power dynamics within the workplace for personal gain at the expense of the victim’s dignity and rights.

Hostile Work Environment: Where pervasive or severe conduct of a sexual nature creates an intimidating, hostile, or offensive work environment for the victim. It refers to an environment in which unwelcome sexual conduct, comments, or behavior create an intimidating, offensive, or hostile atmosphere for an individual.

It’s important to note that the perception of the behavior by the recipient, rather than the intent of the perpetrator, determines whether an action constitutes sexual harassment. Additionally, sexual harassment can occur between individuals of the same or different genders and may involve a supervisor, coworker, client, or any other person in the workplace.

Reporting Mechanisms: Employees can report incidents of sexual harassment through various channels, including direct communication with HR personnel, their immediate supervisor or manager, or utilizing an anonymous hotline established specifically for this purpose. These reporting avenues ensure that employees have multiple options to seek assistance and make complaints in a manner that is comfortable and convenient for them, while also maintaining confidentiality and ensuring swift action is taken to address the issue.

Investigation Process: The transparent process for investigating complaints of sexual harassment begins with the prompt and thorough collection of relevant information from both the complainant and the accused individual. This process ensures confidentiality by limiting disclosure to those directly involved in the investigation. The investigation is conducted impartially, with both parties given an opportunity to present their perspectives and evidence. Throughout the process, strict confidentiality protocols are maintained to safeguard the privacy of all parties involved. Finally, the findings of the investigation are communicated in a fair and unbiased manner, and appropriate actions are taken based on the established policies and procedures of the organization.

Consequences for Violations:

  Verbal Warning: For less severe incidents, a verbal warning may be issued to the perpetrator, emphasizing the seriousness of the behavior and the consequences of future violations.

 Written Warning: A written warning may be issued for more serious or repeated offenses. This formalizes the warning and establishes a record of the misconduct.

 Suspension: In cases where the harassment is egregious or there is a pattern of misconduct, a temporary suspension without pay may be warranted, pending further investigation or corrective action. In addition to implementing this policy, Dealz Management Technologies Private Limited is also mandating POSH training for all employees. This training will cover topics such as recognizing sexual harassment, understanding company policies and procedures, and promoting a culture of respect and inclusion. To comply with this requirement, each employee is expected to complete a POSH training program and obtain a POSH Training Certificate. Failure to complete the training within the specified timeframe may result in disciplinary action. We believe that by proactively addressing sexual harassment through education and awareness, we can foster a workplace culture where every individual feels valued, respected, and safe. If you have any questions or require further information about the POSH policy or training requirements, please don’t hesitate to reach out to the HR department.

Sincerely, Team DMT