POLICY STATEMENT
SAS Foundation is committed to providing a safe, inclusive, and respectful work environment, free from any form of sexual harassment. Sexual harassment is a serious violation of human rights, dignity, and gender equality, and it will not be tolerated in any form.
OBJECTIVE
The objectives of this policy are:
- To prevent and prohibit sexual harassment at the workplace.
- To provide a mechanism for the redressal of complaints.
- To promote a safe working environment for all employees, interns, volunteers, beneficiaries, and stakeholders.
SCOPE
This policy applies to:
- All employees (full-time, part-time, contractual)
- Volunteers, interns, consultants, and third-party associates
- Trustees, governing members, and board members
- Visitors, vendors, partners, and beneficiaries
- All workplaces, field locations, events, meetings, digital communication, and related forums where SAS Foundation is represented.
DEFINITION OF SEXUAL HARASSMENT
As per the Act, sexual harassment includes any one or more of the following unwelcome acts or behavior:
- Physical contact and advances
- A demand or request for sexual favors
- Making sexually colored remarks
- Showing pornography
- Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature
It also includes circumstances where:
- Submission to such conduct is made a basis for employment decisions.
- Such conduct creates an intimidating, hostile, or offensive work environment.
- It interferes with the work performance of the individual.
INTERNAL COMMITTEE (IC)
As mandated under the Act, SAS Foundation shall constitute an Internal Committee (IC) comprising:
- Presiding Officer: A senior female employee
- Two members: Committed to women’s rights, with knowledge of social work or legal matters
- External Member: From an NGO or legal background, with experience in gender issues
The IC shall maintain confidentiality and ensure fair and impartial inquiry.
COMPLAINT MECHANISM
- How to File a Complaint:
- Support for Complainant:
- Guidance on filing
- Option to have a colleague or friend accompany the complainant
- Interim relief (e.g., leave, transfer, relocation) if required
INQUIRY PROCESS
- The IC will initiate an inquiry within 7 days of receiving the complaint.
- The inquiry shall be completed within 90 days.
- Both parties will be given equal opportunity to be heard.
- The report shall be submitted to the management within 10 days of completion.
ACTION ON INQUIRY FINDINGS
- If the complaint is substantiated, action may include:
- Written apology
- Warning or censure
- Termination/suspension
- Legal proceedings if applicable
- If the complaint is malicious or false, appropriate action may be taken against the complainant, only after due inquiry and proof of intent to defame.
CONFIDENTIALITY
All information related to complaints, parties, witnesses, and proceedings shall be kept strictly confidential. Any breach of confidentiality may result in disciplinary action.
AWARENESS & TRAINING
SAS Foundation shall regularly conduct:
- Orientation sessions for employees
- Awareness campaigns and workshops
- Annual reporting of IC activities to the Board
PROTECTION AGAINST RETALIATION
SAS Foundation prohibits any form of retaliation against any person who has filed a complaint, provided evidence, or supported someone in the process.
ANNUAL REPORT & COMPLIANCE
The Internal Committee shall submit an annual report to the Board and the appropriate government authority as per legal requirements, detailing:
- Number of complaints received and resolved
- Action taken
- Trainings conducted
POLICY REVIEW
This policy shall be reviewed annually and updated based on legal changes, organizational needs, and IC recommendations.
COMPLAINTS OR QUERIES, CONTACT:
