Sexual Harassment Policy
Objective
Orbit Electromech India Private Limited is committed to creating and maintaining a secure work environment where it’s Employees, Agents, Vendors and Partners can work and pursue business together in an atmosphere free of harassment, exploitation and intimidation caused by acts of Sexual Harassment within but not limited to the office premises and other locations directly related to the Company’s business.The objective of this policy is to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith All concerned should take cognizance of the fact that Orbit Electromech India Private Limited strongly opposes sexual harassment, and that such behavior against women is prohibited by the law as set down in The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and Rules framed thereunder being the The Sexual Harassment of Women at Workplace (hereinafter referred to as “Act”) as well as the terms of employment. Commission of any act of sexual harassment as defined in the Act and in this Policy shall result in strict disciplinary action. At Orbit Electromech, we have zero-tolerance for sexual harassment. We value each and every employee working with us and wish to protect their dignity and self respect. In doing so, we are determined to promote a working environment in which persons of both genders complement each other as equals in an environment that encourages maximum productivity and to keep personal dignity. We at Orbit Electromech India Private Limited are committed towards giving every employee a just and fair hearing on issues encountered by them at the workplace with special attention to sexual harassment. Orbit Electromech India Private Limited will take very serious disciplinary action against any victimization of the employee who is complaining or the alleged harasser that may result from a complaint.The QMS review also includes a review of current performance and opportunities for improvement related to follow-up actions from earlier reviews, customer feedback, the internal audit program, the corrective/preventive action program, the preventive maintenance program, process performance and product conformance data, and other changes that could affect the QMS.
Scope
Orbit Policy with regard to Prevention, Prohibition and Redressal of Sexual Harassment covers every “employee” across the Company. Orbit Electromech India Private Limited encourages every employee who believes they are sexually harassed to use the redressal mechanism as provided in this policy. The Policy is with respect to Prevention, Prohibition & Redressal of Sexual Harassment which may arise in places not limited to geographical location viz. Company’s offices / branches but includes all such places or locations where acts are conducted in context of working relationships or whilst fulfilling professional duties or which may be visited by an employee during the course of employment including transportation provided by the company for undertaking such visit. Orbit Electromech Policy against sexual harassment includes sexual harassment by fellow employees, supervisors, managers as well as agents, contractors, customers, vendors, partners and, visitors including outsource employees. 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. Sexual harassment is judged by the impact on the complainant and not the intent of the Respondent. Sexual harassment as addressed in this Policy need not necessarily be from a male to a female employee, it can be vice versa as well as between individuals of same gender. This Policy comes into force with immediate effect.
Internal Complaints Committee
Every complaint received shall be forwarded to internal complaint committee formed under the policy for redressal. The investigation shall be carried out by Internal Complaints Committee constituted for this purpose. Internal Complaints Committee has been constituted of the following members as nominated by the Company:
a. A woman employee employed at a senior level amongst the employees shall act as Presiding officer of the committee.
b. Not less than 2 members from amongst employees preferably committed to the cause of women or who have had experience in social work.
Definition
a. “Aggrieved Person” means a person in relation to work place whether employed or not, who alleges to have been subject to any act of sexual harassment by the Respondent.
b. “Company” means Orbit Electromech India Private Limited.
c. “employee” means a person employed at a workplace for any work on regular, temporary, ad hoc or daily wages basis, either directly or through an agent, including a contractor, with or, without the knowledge of the principal employer, whether for remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied and includes a co-worker, a contract worker, probationer, trainee, apprentice or called by any other such name;
d. “Internal Complaints Committee” means a committee constituted by Company as per this Policy.
e. “Respondent” means a person against whom the aggrieved person has made a complaint.
f. “Sexual Harassment” includes any one or more of the following unwelcome acts or behavior (whether directly or by implication) such as:
i. Physical contact and advances; or
ii. A demand or request for sexual favors; or
iii. Making sexually colored remarks; or
iv. Showing pornography or other offensive or derogatory pictures, cartoons, representations, graphics, pamphlets or sayings; or
v. Any other unwelcome physical, verbal or non – verbal conduct of sexual nature;
or
Following circumstances amongst other circumstances mentioned above may constitute sexual harassment if it occurs or is present in relation or connected with any act or behavior of sexual harassment:
i. implied or explicit promise of preferential treatment in their employment;
ii. implied or explicit threat of detrimental treatment in their employment;
iii. implied or explicit threat about their present or future employment status;
iv. Interfering with their work or creating an intimidating or offensive or hostile work environment; humiliation treatment likely to affect their health or safety.
v. Humiliating treatment likely to affect the health and safety of the aggrieved person. In addition to the instances mentioned here in above, any other acts or behavior, which outrages the modesty of a female employee, will be considered as sexual harassment.
g. “workplace” includes any department, organization, undertaking, establishment, enterprise institution, office or branch unit. 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.