it has to be noted that all companies are deemed to follow: the sexual harassment of women at workplace (prevention, prohibition and redressal) act, 2013. These acts will be part and parcel of the SESIPL rules thus formulated and enunciated below.

1. As per this act it is important to have a set of in-house rules for easy day to day implementation and understanding, in order to avoid confusion and bring greater clarity to all concerned.
2. The act per se provides protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of Sexual Harassment and for matters connected therewith or incidental thereto. The extract from the act is very clear to understand.
3. A very good workplace needs to be provided to the woman employees including toilets and rest rooms.

   “WHEREAS sexual harassment results in violation of the fundamental rights of a woman to equality under articles 14 and 15 of the Constitution of India and her right to life and to live with dignity under article 21 of the Constitution and right to practice any profession or to carry on any occupation, trade or business with includes a right to a safe environment free from Sexual Harassment.
   AND WHEREAS the protection against sexual harassment and the right to work with dignity are universally recognized human rights by international conventions and instruments such as Convention on the Elimination of all Forms of Discrimination against Women, which has been ratified on the 25th June, 1993 by the Government of India.”

4. AS PER THE ACT THE DEFINITION OF AN EMPLOYEE-WOMAN- IS AS FOLLOWS:

   “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, apprentice or called by any other such name;
5. The term management means -“Management” includes the person or board or committee responsible for formulation and administration of polices for such organization. At SESIPL there is three tier management, and the top tier management includes the board of advisors and board of directors who are responsible for formulating all policies and rules of the company. these rules also include prevention of sexual harassment of women at workplace- prevention, prohibition and redressal-rules 2024.

6. DEFINITION OF SEXUAL HARRASSMENT:

   “Sexual Harassment” includes any one or more of the following unwelcome acts or behavior (whether directly or by implication) namely:—
   
   1. Physical contact and advances; or
   2. A demand or request for sexual favours; or making sexually coloured remarks; or
   3. Showing pornography; or messages by whatsapp or any other social media tools like Facebook, etc. this includes letters etc.
   4. Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
   5. “Workplace” includes— office premises of the company, be it head office or a branch office, client’s facilities where operations and maintenance contracts are prevailing, project sites on a pan India basis where SESIPL executes electrical engineering projects. meeting places includes hotels where training or programs are held.
   6. Any misbehavior from any employee of any level will not be tolerated and severe action as per the existing laws will be taken against such wrongdoers.
   7. Unnecessarily forcing women to work beyond the normal working hours is not tolerated but in the exigencies of work the human resources department needs to be informed in advance.
   8. In case of late working, it’s the responsibility of the company to provide transport with an escort for female employes to be dropped back at home. security of women is of prime importance.
   9. Any place visited by the employee arising out of or during the course of employment HOTELS FOR MEETINGS including transportation by the employer for undertaking such journey; (vi) a dwelling place or a house.

7. Prevention of Sexual Harassment.

   (1) No woman shall be subjected to sexual harassment at any workplace.

   (2) The following circumstances, among other circumstances, if it occurs, or is present in relation to or connected with any act or behavior of sexual harassment may amount to sexual harassment:

   1. Implied or explicit promise of preferential treatment in her employment; or
   2. Implied or explicit threat of detrimental treatment in her employment; or
   3. Implied or explicit threat about her present or future employment status; or
   4. Interference with her work or creating an intimidating or offensive or hostile work environment for her; or
   5. Humiliating treatment likely to affect her health or safety.

8. Formation of internal complaints committee-

   SESIPL has taken steps to form an internal committee for redressal of grievances pertaining to the above act with immediate effect.

          The members of the internal complaints committee shall be as follows:

1. chairperson- Smt. Aparna Shetty- Director
2. Ms. Madhavi – Projects- Member
3. Ms Dharshini-HR dept- Member.
4. Ms. pooja- Hyderabad Branch
5. Mr Dinesh Ambula- Senior Manager Human Resources and Compliance
methodology-
1. Any aggrieved woman may make in writing, a complaint of sexual harassment at workplace to the internal complaints committee (ICC)
2. The internal complaints committee (ICC) will then hold an enquiry and submit its report to the review enquiry committee of SESIPL already in place.
3. The REC will then look into the matter and then take a final call on the action to be taken.
4. Where the aggrieved woman is unable to make a complaint on account of her physical or mental incapacity or death or otherwise, her legal heir or such other person as may be prescribed may make a complaint under these Rules directly to the REC. Any issues regarding the above said rules can be mailed directly to ethics@shankarelectricals.com