Predulive Innovations Private Limited (hereinafter referred as “Predulive”) is committed to providing a Workplace that is free from Sexual Harassment and to ensure that every Employee (as defined below) is treated with dignity and respect and accorded equitable treatment. Sexual Harassment of women at Workplace is against the law and will not be tolerated. Predulive is also committed to promoting a work environment that is conducive to the professional growth of its Employees and encourages equal opportunity for all. All complaints of Sexual Harassment will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint. This Policy for Prevention, Prohibition & Redressal of Sexual Harassment of Women at Workplace (herein after referred as “Policy”) has been framed in accordance with the provisions of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.
This Policy for Prevention, Prohibition & Redressal of Sexual Harassment of Women at Workplace (herein after referred as “Policy”) has been framed in accordance with the provisions of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.
This Policy is applicable to Predulive , and applies to all partners, employees, visitors, contract labour, agents and representatives of Predulive, and or any third party with whom an Employee may have to interact with or in connection with employment in Predulive, at every Workplace. Local country laws will take precedence over this Policy, if applicable.
1. Aggrieved Woman - in relation to a Workplace means a woman of any age whether employed or not, who alleges to have been subjected to any act of Sexual Harassment by the Respondent.
2. Complainant - means any Aggrieved Woman who makes a complaint alleging Sexual Harassment under this Policy.
3. Employee - means a person employed at a Workplace for any work on regular, temporary, ad hoc or daily wage 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, intern, apprentice or called by any other such name.
4. Respondent – - an Employee against whom an Aggrieved Woman has made a complaint.
5. Sexual Harassment - harassment of an Employee consisting of any unwelcome sexually determined behaviour, whether directly or indirectly, by any male/female in charge of the management or a male/female co-employee or any other male/female Employee in the same Workplace either individually or in association with other persons to exploit the sexuality of co-employee to harass her in such a manner which prevents or impairs her from utilization of full benefits, facilities or opportunities or any other behaviour which is generally considered to be derogatory.
Sexual Harassment shall include but not be limited to:
(a) physical contact or sexual advances; or
(b) a demand or request for sexual favours; or
(c) making sexually coloured remarks; or
(d) showing pornography; or
(e) any unwelcome physical, verbal or non-verbal conduct of a sexual nature.
Sexual Harassment may be one or a series of incidents.
Unwelcome actions including, but not limited to, the following are inappropriate and depending on the circumstances, may in and of themselves meet the definition of Sexual Harassment or contribute to a hostile work environment:
(a) Sexual pranks, or repeated sexual teasing, jokes, or innuendo, in person or via e-mail or message or audio/video call;
(b) Verbal abuse having sexual connotation or nature;
(c) Touching or grabbing of sexual nature;
(d) Repeatedly standing too close to or brushing up against a person;
(e) Repeatedly asking a person to socialize during off-duty hours when the person has said no or has indicated he or she is not interested (supervisors in particular should be careful not to pressure their employees to socialize);
(f) Giving gifts or leaving objects that are sexually suggestive;
(g) Repeatedly making sexually suggestive gestures;
(h) Making or posting sexually demeaning or offensive pictures, cartoons or other materials in the Workplace; and
(i) Off-duty, unwelcome conduct of a sexual nature that affects the work environment.
The following circumstances, among other circumstances, if it occurs, or is present in relation to or connected with any act or behaviour may amount to Sexual Harassment:
(a) Implied or explicit promise of preferential treatment in their employment; or
(b) Implied or explicit threat of detrimental treatment in their employment; or
(c) Implied or explicit threat about their present or future employment status; or
(d) Interference with their work or creating an intimidating or offensive or hostile work environment for them; or
(e) Humiliating treatment likely to affect their health or safety.
6. Workplace - in addition to the place of work (i.e., the Head office / Branch offices) it shall also include any place where the Aggrieved Woman or the Respondent visits in connection with his/her work, during the course of and/or arising out of employment/ contract/engagement with Predulive and shall also include work from home (as and when required), transportation provided by Predulive for the purpose of commuting to and from the place of employment. It shall also include off sites, get togethers, or events organised, hosted or sponsored by Predulive.
An appropriate complaint mechanism in the form of “Internal Committee” has been set up in Predulive for timely and fair redressal of the complaint made by the Complainant(s).
Predulive has formed an Internal Committee for redressal of harassment complaints and for ensuring time bound treatment and resolution of such complaints.
The Internal Committee shall be responsible for:
(a) Investigating every formal written complaint of Sexual Harassment;
(b) Discouraging and preventing employment-related Sexual Harassment;
(c)Reviewing the complainant’s complaint in a fair and objective manner;
(d) Observing the principles of natural justice and be unbiased in their evaluation; and
(e) Taking appropriate remedial measures to respond to any substantiated allegations of Sexual Harassment.
The tenure of the members of the Internal Committee shall not exceed 3 (three) years from the date of their nomination by the partners.
Predulive is committed to provide a supportive environment to resolve the concerns of Sexual Harassment as under:
When an incident of Sexual Harassment occurs, the Aggrieved Woman can communicate his/her disapproval and objections immediately to the Respondent and request the Respondent to desist from such conduct in the future. If the Sexual Harassment does not stop or if the Aggrieved Woman is not comfortable with addressing the Respondent directly, he/she can bring the concern to the attention of the Internal Committee for redressal of grievances. The Internal Committee will thereafter provide advice or extend support as requested and will do the needful to resolve the matter. It is advisable that the Aggrieved Woman keeps a record of the incident i.e., date, place, possible witness and file a complaint as soon as possible.
An Aggrieved Woman with a Sexual Harassment concern, who is not comfortable with the informal resolution option or has exhausted such option, may make a formal complaint to the Presiding Officer or any member of the Internal Committee.
Any Aggrieved Woman may make, in writing, a complaint of Sexual Harassment of Women at Workplace to the Internal Committee, within a period of 3 (three) months from the date of incident and in case of a series of incidents, within a period of three months from the date of last incident.
The Internal Committee, for the reasons to be recorded in writing, may decide to extend the time limit not exceeding three months, if it is satisfied that the circumstances were such which prevented the Aggrieved Woman from filing a complaint within the said period.
Where the Aggrieved Woman is unable to make a complaint on account of his/her physical or mental incapacity or death or otherwise, his/her legal heir, relative, friend, co-worker or such other person as may be prescribed in the POSH Rules may make a complaint.
If you use our website inappropriately, Predulive is not liable for any damage that might happen to you. These Terms may be revised, modified, or updated at any time by Predulive. We'll send email notifications to our users informing them of these changes. These Terms constitutes the entire and only agreement between Predulive and the User and supersedes and replaces all prior understandings relating to the use of this website.
Without limiting any other rights that Predulive may have, Predulive may remove, restrict, cancel or suspend access to and/or use of the Platform, Services provided by Predulive and/or any part of it, if Predulive considers (in the sole discretion of Predulive) that you have breached any of these Terms. You may also terminate your agreement with the Predulive by ceasing to access the Platform, Service, deleting all copies of the Service or part thereof within your control. Termination shall not affect any rights or remedies, which have accrued up to the time of termination.
Copyright © 2024 All rights reserved: