Sexual Harassment Policy

1. Objective

The purpose of this policy is to ensure a safe and respectful work environment free from sexual harassment, where all employees are treated with dignity. This policy complies with The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act).

2. Scope

This policy applies to:

• All employees (permanent, temporary, interns, and consultants)
• Vendors, clients, and third parties interacting with the company
• All company-related activities and locations, including remote work and off-site events

3. Definition of Sexual Harassment

Sexual harassment includes any one or more of the following unwelcome acts or behaviors (whether direct or implied):

• Physical contact or advances
• Demands or requests for sexual favors
• Sexually colored remarks
• Showing pornography
• Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature

It also includes:

• Implied or explicit promises of preferential treatment
• Threats of detrimental treatment
• Humiliating treatment likely to affect health or safety

4. Internal Complaints Committee (ICC)

An Internal Complaints Committee (ICC) is constituted as per the POSH Act, comprising at least four members:

• Presiding Officer: A senior woman employee
• Two Employee Members: Individuals with knowledge of social work or legal issues
• One External Member: From an NGO or legal background with expertise in gender issues

The ICC is responsible for:

• Receiving complaints
• Conducting fair and unbiased inquiries
• Submitting findings and recommending actions

5. Complaint Procedure

• Timeline: Complaints must be filed within 3 months of the incident (extendable in certain cases).
• Format: Submit a written complaint to the ICC.
• Confidentiality: All details will be kept strictly confidential.
• Resolution Timeframe: The ICC will complete the inquiry within 90 days and submit a report to the employer.

6. Disciplinary Action

If a complaint is upheld, disciplinary actions may include:

• Written apology
• Warning
• Reprimand or censure
• Transfer
• Suspension or termination
• Legal action as per Indian Penal Code provisions

7. Protection Against Retaliation

Renewalytics ensures that complainants, witnesses, and ICC members are protected from any form of retaliation or discrimination.

8. Malicious Complaints

If a complaint is found to be intentionally false or malicious, the ICC may recommend disciplinary action against the complainant, as per the POSH Act.

9. Awareness & Training

Renewalytics will conduct:

• Regular awareness sessions on this policy
• Sensitization programs for all employees
• Orientation and training for ICC members

10. Contact

To file a complaint or raise concerns, contact the ICC at: icc@renewalytics.com