Policy Title: PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE
Date: 21June/2019
Responsible Executive: []
Responsible Office Contact: []
POLICY STATEMENT: Srivyshnavi School is committed to provide a safe environment for its employees free from sexual harassment at workplace. Srivyshnavi School will imply a zero tolerance policy for any sexual harassment at workplace. All the incidents and the allegations reported will be seriously treated and promptly investigated Person found guilty will face disciplinary actions including dismissal of the employee from the Services.
SCOPE: In order to provide a safe and sound workplace environment. Srivyshnavi School has proposed this policy which has been documented and accepted by all of its employees. Most recent issues reported across the world have strengthened the need for the policy to be in place. The intent of the Policy and associated Procedure is as follows.
Definition of sexual harassment: Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations which create an environment which is hostile, intimidating or humiliating for the recipient Sexual harassment can involve one or more incidents and actions constituting harassment may be physical verbal and non-verbal. Examples of conduct or behavior which constitute sexual harassment include but are not limited to:
Physical conduct:
Unwelcome physical contact including putting, pinching, stroking, kissing, hugging. Fondling, or Inappropriate touching Physical violence, including sexual assault Physical contact, e.g. touching, pinching The use of job-related threats or rewards to solicit sexual favors
Verbal conduct
- Comments on a worker’s appearance, age, private life, etc.
- Sexual comments, stories and jokes
- Sexual advances
- Repeated and unwanted social invitations for dates or physical intimacy
- Insults based on the sex of the worker
- Condescending or paternalistic remarks
- Sending sexually explicit messages (by phone or by email)
Non-verbal conduct
- Display of sexually explicit or suggestive material
- Sexually suggestive gestures
- Whistling
- Leering
Anyone can be victim of sexual harassment, regardless of their sex and or the sex of the harasser Srivyshnavi School recognizes that sexual harassment may also occur between people of the same sex What matters is that the sexual conduct is unwanted and welcome by the person against whom the conduct is directed Srivyshnavi School recognizes that sexual harassment is a manifestation of power relationships and often occurs within unequal relationships in the workplace for example between manager or supervisor and employee. Anyone, including employees of Srivyshnavi School clients, customers, cal workers, contractors or visitors who sexually harasses another will be reprimanded in accordance with this internal policy.
All sexual harassment is prohibited whether it takes place within Srivyshnavi School premises or outside, including social events, business trips, training sessions or conferences sponsored by Srivyshnavi School . Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. Srivyshnavi School recognizes that sexual harassment may occur in unequal relationships (i.e. between a supervisor and his/her employee) and that it may not be possible for the victim to inform the alleged harasser.
If a victim cannot directly approach an alleged race, he she can approach one of the designated staff members responsible for receiving complaints of sexual harassment. This person could be another supervisor, a member of the human resources department, etc.
Complaints Procedures:
When a designated person receives a complaint of sexual harassment, he/she will:
- immediately record the dates, times and facts of the incident(s)
- ascertain the views of the victim as to what outcome he/she wants
- ensure that the victim understands the company’s procedures for dealing with the complaint
- discuss and agree to either informally or formally complaint. The victim should understanding that choosing to resolve the master informally does not preclude the victim from pursuing a formal complaint if he/she is not satisfied with the outcome.
- keep a confidential record all discussion.
- Respect the choice of the victim.
- ensure that the victim knows that they can lodge the complaint outside of the company through the relevant country/legal framework.
Throughout the complaints procedure, a victim is to be helped by counselor within the company Srivyshnavi School will nominate a number of counselors and provide them with special training to enable them to assist victims of sexual harassment Srivyshnavi School recognizes that because that often occurs in his with in De workplace. Victims of in les that they can come forward. Srivyshnavi School understands the need to support victims in making complaints.
Informal complaints mechanism
If the victim wishes to deal with the matter informally, the designated person will:
- give an opportunity to the alleged harasser to respond to the complaint
- ensure that the alleged harasser understands the complaints mechanism
- facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the company to resolve the matter
- ensure that a confidential record is kept or what happens
- follow up after the outcome of the complaints mechanism to ensure that the behavior has stopped
- ensure that the above done speedily and within 7 days of the complaint being made
Formal complaint mechanism if the victim wants to make a formal complaint or if the informal Complaint mechanism not led to a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter.
The person carrying out the investigation will:
- interview the victim and the alleged laser separately
- interview other relevant this parties separately
- decide whether or not the incident(s) of sexual harassment took place
- produce a report detailing the investigation, findings and any recommendations
- if the harassment took place. decide what the appropriate remedy for the victim is, in consultation with the victim(i.e.-an apology, a change to working management, a promotion
- if the victim was demoted as a result of the harassment, , training for the harasser, discipline suspension, dismissal)
- follow up to ensure that the recommendations are implemented that the behaviour has Stopped and that the victim is satisfied with the outcome.
- if it cannot determine that the harassment took place, he/she may still make recommendations to ensure proper functioning of the workplace
- Keep a record of all actions taken ensure that the all records concerning the matter are kept confidential.
- Ensure that the process is done as quickly as possible and in any event within 7 days of the complaint being made.
Sanctions and disciplinary measure
Anyone who has been found to have sexually harassed another person under the terms of this
Policy is liable to any of the following sanctions:
- verbal or written warning
- adverse performance evaluation
- reduction in wages
- transfer
- demotion
- suspension
- Dismissal
The nature of the sanction will depend on the gravity and extent of the harassment. Suitable deterrent sanction will be applied to ensure that incidents of sexual harassment are not treated as trivial. Certain serious cases, including physical violence, will result in
the immediate disinfection of the harasser. Implementation of this policy Srivyshnavi School will ensure that this policy is widely disseminated to all relevant person. It will be included in the staff handbook . All new employees must be trained on the content of this policy a part of their induction into the company. Every year. Srivyshnavi School will require all employees to attend a refresher training course on the content of this policy is the responsibility of every manager to ensure that all his/her employees are aware of the policy.
Monitoring and evaluation Srivyshnavi School recognises the importance of monitoring this sexual harassment policy and will ensure that it anonymously collects statistics and data as to how it is used and whether or not it is effective. Supervisors, managers and those responsible for dealing with sexual harassment cases will report on compliance with this policy, including the number of incidents, how they were dealt with and any recommendations made. This will be done on a yearly basis. As a result of this report, the company will evaluate the effectiveness of this policy and make any changes needed.