Harassment Policy of ABC Company
To define the ABC company’s philosophy on non‐discrimination and all type of harassment.
The policy cover all employees of ABC , including its group companies & subsidiaries, that currently exist and in futures to come.
ABC Group is committed to providing a work environment that is free of discrimination and unlawful
ABC expressly and strictly prohibits any form of employee harassment based on race, color, religion, gender, national origin, age, disability, sexual orientation, or status in any group protected by state or local law. Improper interference with the abilityof ABC’s employees to perform their expected job duties will not be tolerated.
ABC strongly discourages any discrimination or harassment on account of religion, complexion,race, gender, nationality, disability ,creating an intimidating, hostile work environment; of unreasonably interfering with an employee’s work performance; or affecting an employee’s employment or compensation.
Employees should abstain from indulging in:
Biased treatment of employees that may interfere with or limit the ability of the employee from participating in or benefitting from services available to employees in general.
Passing lewd remarks about other employees in this context.
Employees should be particularly mindful of sexual harassment in the workplace, and for this reason
specific clarifications are provided below. With respect to sexual harassment, behavior specifically
prohibited by ABC includes but is not limited to:
Unwelcome sexual advances;
Threats, demands or requests for sexual favors;
Physical conduct such as assault, unwanted or unwelcome touching or groping, blocking normal
movement, or interfering with an individual’s work;
Verbal conduct such as lewd or sexually suggestive or derogatory comments, jokes, slurs, invitations, or questions about an individual’s sex life or experiences;
Visual conduct such as lewd, derogatory, sexually suggestive and/or sexually‐oriented images, posters, photography, e‐mails, cartoons, drawings, calendars, greeting cards, magazines
or gestures; inappropriate messages, jokes, pictures sent via text messaging (SMS/MMS);
All other conducts of a sexual or otherwise offensive nature, especially where:
‐ Submission to such conduct is made either explicitly or implicitly a term or condition of an
‐ Submission to or rejection of such conduct is used as the basis for decisions affecting a term
or condition of an individual’s employment; or
‐ Such conduct has the purpose or effect of creating an intimidating, hostile, abusive or
offensive working environment.
It is the obligation of all employees to attend any harassment training or other seminars or meetings
addressing harassment in the workplace .
If you experience any job‐related harassment or being treated in discriminatory manner, the incident(s) should be promptly reported to your Manager. If your Manager is unavailable or you believe it would be inappropriate to contact him/her, you should immediately contact your Human Resources Manager or the highest level of management .
It is your obligation to report any incident(s) of harassment or discrimination in accordance with this policy.
Any manager, who by either a report from an employee or by some other means becomes aware of
conduct that may constitute harassment, should immediately report such conduct to HR
ABC will make every effort to ensure that all complaints will be kept confidential as possible and will be handled discreetly.
ABC prohibits any form of retaliation against an employee for filing or threatening to
file a complaint under this policy, as such, employees may follow this complaint procedure without fear of censure or reprisal.
ABC will promptly and fairly investigate all allegations of harassment and discrimination in the
workplace by constituting the committee having atleast female in it.
If ABC determines that an employee is guilty of harassing or discriminating against another individual, appropriate disciplinary action will be taken against the employee if found guilty, up to and including termination of employee and vice versa if the complaint is false.