Policies and Processes against Sexual Harassment

Roll no. Nameum15007 Priyanshu Singhalum15015 Balijepalli Nagasri Sandhya um15031 Nripesh Sen um15036 Priya Ranjan Mohantyum15039 Rayapureddi Sai Lakshmi Praveena um15052 Swastik Kumar Panigrahi

BY GROUP 10

Submitted to: Prof. Mousumi Padhi

Sexual harassment may include unwelcome sexual advances, requests for sexual favors, and other physical, verbal or visual conduct based on sex constitutes sexual harassment when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or;

2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual, or;

3. Such conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

What Is Sexual Harassment ?

ExamplesExamples of sexual harassment may include (but are not limited to): explicit sexual propositions sexual innuendo or suggestive comments sexually-oriented kidding, teasing or practical jokes jokes about gender-specific traits foul or obscene language or gestures display of foul or obscene printed or visual material, and physical contact such as patting or pinching.

Current Scenario

Companies Investigated are:

Company: Alcatel Lucent

Policy:

Alcatel-Lucent is committed to providing a work environment that is free from harassment, discrimination, and retaliation, in

accordance with all laws, rules, regulations and executive orders of India. Provisions of this policy apply to employees, contractors, contingent workers, clients, vendors of Alcatel-Lucent and its

subsidiaries

Alcatel-Lucent’s policy is to:

Comply with the letter and spirit of all applicable laws and regulations governing employment.

Prohibit retaliation against anyone who (i) complains in good faith that harassment or discrimination occurred, (ii) participated in an investigation or proceeding involving harassment or discrimination, or (iii) opposed harassment or discrimination in the workplace. This policy against retaliation applies even if sufficient evidence is not found to substantiate the complaint.

Prohibit all forms of unlawful harassment and discriminatory treatment basedupon an individual’s protected traits including race, color, creed, religion, national origin, citizenship, sex, marital status, pregnancy, age, genetic information, disability, veteran status, sexual orientation, gender identity, characteristics, or expression.

Complaint Procedure:Systematic approach across the company for all levels. This one stop solution ensures all decisions are fair and transparent without any local influence.

The identity of those who report will remain confidential unless the disclosure of their identity appears to be necessary in the course of the investigation.

the reported individual cannot be informed of the identity of the person raising the concern or report

Company: Franklin Templeton Asset Management Pvt. Ltd.Policy:

Franklin Templeton Asset Management is committed to provide equal employment opportunity that is free from any

harassment basis caste, creed, race, religion, age, sex, marital status, disability or any other harassment as defined under law.

Critical factor in sexual harassment is identified as the un-welcomeness of the Behavior. Thus it is the impact of Behavior on

the recipient, rather than the intent of the perpetrator, which is to be considered.

Reporting sexual harassments

Responsibility of all

employees

Obligation of

supervisors

Supervisors to educate

the policy and assist in filing a complaint

Harassment Incident Report Describe what Happened?

On what date (s) did this occur? Where did the incident(s) occur? Did anyone witness the incident(s)? If so, who? Have you asked the person to stop the behavior? If so, what

happened? Have you discussed the incident(s) with anyone? If so, with

whom?

Additional information: Employee Name: Employee ID : Signature: Date :

Course of Action

•Harassment Incident Report

•Enquiry Process •Disciplinary Actions

Alcatel Lucent Franklin Templeton Godrej and Boyce

Systematic procedure followed.

Step by step process followed.

Safety against retaliation and repercussions

Assurance against retaliation and ensured confidentiality

Identity shall remain confidential unless it is very necessary that it should be exposedThe reported individual cannot be informed of the person raising the concern

Thanks!!