Section is managed by - Jhoomer Sinha & Ankit Saraswat

PFA the policy document in accordance with the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”)

Objective

• Mebigo Labs Private Limited, is an equal employment opportunity employer and is committed to provide a safe and conducive work environment that enable employees to work without fear of prejudice, gender bias and sexual harassment. In an effort to promote and protect the well-being of all employees at work place, the organisation has laid down the following guidelines to deal with any act that is detrimental to an employee’s dignity in a fair and time bound manner. It firmly believes that sexual harassment at work place or other than work place if involving employees is a grave offence and is, therefore, punishable.

Applicability

• This policy applies to all the employees on the rolls of the Company, including those on deputation, training, contract, Part timer, temporary etc.
• It also extends to visitors visiting the premise of the company’s office.
• It is also deemed to be incorporated in the service conditions of each of the employees.

Definition

• Sexual Harassment is defined as any unwelcome sexually determined behaviour whether direct or implied. This will include physical contact or advances, demand or request for sexual favours, sexually coloured remarks, showing pornography or any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
• Sexual Harassment may vary in form depending on circumstances. It may consist of, but not limited to any of the following :
  • Transmitting any message by mail, telephone, letters etc. which is abusive, lewd or blatantly sexual in nature.
  • Seeking favours either explicitly or implicitly in return for employment, promotion, examination or evaluation of a person towards any Company activity.
  • Inappropriate comments about dress, appearance or physique.
  • Making of abusive or offensive gestures including leering and whistling.
  • Physical confinement against one’s will and any other act likely to violate ones privacy.
  • Actual Sexual assault.
  • Eve teasing and taunts, sexually charged jokes or remarks and behaviour, which have sexually oriented innuendos.
  • Any pervasive pattern of behaviour which makes an employee uncomfortable, insecure or feels humiliated or disadvantaged on the basis of gender differentiation.
  • It is important to note that harassment is often defined by the way the recipient feels, rather than by the intent of the person causing the offence. It cannot, therefore, be excused or justified by claiming that it was unintentional or humorous.

<aside> 💡 The implications of harassment are serious and the organisation will take appropriate disciplinary action against the accused.

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Complaint Mechanism

Complaints Committee

In our endeavour to deal with issues of sexual harassment in a more focused manner and take action against erring employees to its logical conclusion, a Complaints Committee has been constituted at the Head office.

The Members of the committee are as follows:

Committee to be formed.

1. Ms. Jhoomer Singha ([email protected]) - Head
2. Ms. Sheetal Pokhriyal ([email protected])