POSH Policy

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1. POLICY STATEMENT

DSB INTERNATIONAL is committed to implementing The Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013, to provide protection against sexual harassment and ensure prevention and redressal of complaints. We maintain zero tolerance towards sexual harassment.

2. DEFINITIONS

Aggrieved/Complainant: Any person of any age, whether an employee or not, who alleges to have been subjected to sexual harassment. We believe in gender neutrality - sexual harassment can occur with/against anyone irrespective of sex/gender. Employee: Any person employed on permanent, temporary, deputation, consultant, part-time, ad hoc, or daily wage basis, either directly or through an agent, including contractors, with or without remuneration, working voluntarily or otherwise. This includes co-workers, contract workers, probationers, trainees, and apprentices. Respondent: The person against whom the complaint has been made.

3. SCOPE & APPLICABILITY

This policy applies to all employees, at all workplaces including any place visited by the employee arising out of or during employment, and includes transportation provided by the employer.

4. WHAT CONSTITUTES SEXUAL HARASSMENT

Sexual harassment includes but is not limited to:

• Physical contact and sexual advances
• Demand or request for sexual favors
• Sexually-colored remarks
• Showing pornography
• Any other unwelcome physical, verbal, non-verbal, or written conduct of a sexual nature
• Creating a hostile or intimidating work environment

5. COMPLAINT PROCEDURE

Timeline: A complaint should be submitted within 3 months of the occurrence (extendable by 3 months for valid reasons).

Submission: Complaints can be submitted:

• In writing via email 
• Through the sexual harassment complaint form

Contents: The complaint should contain all available details and information about the incident.

6. DISCIPLINARY ACTIONS

If the complaint is substantiated:

• Appropriate disciplinary action as per company rules
• May include transfer, suspension, or termination
• If offense is covered under Indian Penal Code, police complaint may be filed

If the complaint is found false/malicious:

• The complainant will be liable to punishment
• Disciplinary action will be taken

7. PROTECTION AGAINST VICTIMIZATION

The company protects anyone lodging a complaint in good faith. Any victimization of the complainant will be treated as serious misconduct and disciplinary action will be taken against the perpetrator.

8. PREVENTIVE MEASURES

• Circulation of policy in English and local languages
• Discussion at monthly meetings and workshops
• Regular training for new joiners during orientation
• Prominent display of guidelines 
• Public commitment that sexual harassment is a crime and will not be tolerated

9. CONFIDENTIALITY

All proceedings are confidential. Information is disclosed only on a need-to-know basis.

13. RESPONSIBILITIES

Employee Responsibilities:

• Ensure personal behavior complies with this policy
• Reinforce a harassment-free work environment
• Report incidents promptly

Management Responsibilities:

• Provide all necessary assistance for implementation
• Take prompt action  (within 60 days)
• Ensure compliance with legal requirements

14. APPEAL

Any party aggrieved by the decision may appeal within 7 working days to the designated Appellate Authority.

15. POLICY GOVERNANCE

• Modifications require approval from 
• Management reserves the right to amend or terminate policy
• Policy deviations require written approval

 This content is based on standard corporate POSH policies and complies with The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.