[Formerly known as Nambiar Finance and Leasing Pvt Ltd]
Policy On Prevention of Sexual Harassment At Workplace
Jaro Finance is committed to providing work environment that ensures every employee is treated with dignity and respect and afforded equitable treatment.
The Company is also committed to promoting a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company, including permanent management and workmen, temporaries, trainees and employees on contract. The Company will not tolerate sexual harassment, if engaged in by clients or any other business associates.
The workplace includes:
III. DEFINITION OF SEXUAL HARASSMENT:
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favours, or any other verbal or physical conduct of sexual nature.
Sexual Harassment at the workplace includes:
IV. RESPONSIBILITIES REGARDING SEXUAL HARASSMENT:
All employees of the Company have a personal responsibility to ensure that their behavior is not contrary to this policy.
All employees are encouraged to reinforce the maintenance of a work environment free from sexual harassment.
V. COMPLAINT MECHANISM:
An appropriate complaint mechanism in the form of “Complaints Committee” has been created in the Company for time-bound redressal of the complaint made by the victim.
VI. COMPLAINTS COMMITTEE:
The Company has instituted a Complaints Committee for redressal of sexual harassment complaint(made by the victim) and for ensuring time bound treatment of such complaints.
Initially, and till further notice, the Complaints Committee will comprise of the following four members out of which at least two members will be of the same gender as that of the complainant:
The Complaints Committee is responsible for: • Investigating every formal written complaint of sexual harassment • Taking appropriate remedial measures to respond to any substantiated allegations of sexual harassment. • Discouraging and preventing employment-related sexual harassment.
VII . PROCEDURES FOR RESOLUTION, SETTLEMENT OR PROSECUTION OF ACTS OF SEXUAL HARASSMENT:
The company is committed to providing a supportive environment to resolve concers of sexual harassment as under:
A. Informal Resolution Options:
When an incident of sexual harassment occurs, the victim of such conduct can communicate their disapproval and objections immediately to the harasser and request the harasser to behave decently.If the harassment does not stop or if victim is not comfortable with addressing the harasser directly, the victim can bring their concern to the attention of te complaints Committee for redressal of their grievances. The concerned authority will thereafter provide advice or extend support as requested and will undertake prompt investigation to resolve the matter.
In the event, the allegation does not fall under the purview of Sexual Harassment or the allegation does not constitute an offence of Sexual Harassment, the Presiding Officer will record this finding with reasons and communicate the same to the complainant.
Corrective action may include any of the following:
6. In case the complaint is found to be false, the Complainant shall, if deemed fit, be liable for appropriate disciplinary action by the Management.VIII. CONFIDENTIALITY:
The Company understands that it is difficult for the victim to come forward with a complaint of sexual harassment and recognizes the victim’s interest in keeping the matter confidential. To protect the interests of the victim, the accused person and others who may report incidents of sexual harassment, confidentiality will be maintained throughout the investigatory process to the extent practicable and appropriate under the circumstances.
IX. ACCESS TO REPORTS AND DOCUMENTS:
All records of complaints, including contents of meetings, results of investigations and other relevant material will be kept confidential by the Company except where disclosure is required under disciplinary or other remedial processes.
X. PROTECTION TO COMPLAINANT / VICTIM:
The Company is committed to ensuring that no employee who brings forward a harassment concern is subject to any form of reprisal. Any reprisal will be subject to disciplinary action.
The Company will ensure that the victim or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment. However, anyone who abuses the procedure (for example, by maliciously putting an allegation knowing it to be untrue) will be subject to disciplinary action.