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INDIA’S INTERNATIONAL MOVEMENT TO UNITE NATIONS

PREVENTION OF SEXUAL
HARASSMENT (PoSH) OF
WOMEN AT WORKPLACE

-BY THE WOMEN SAFETY COUNCIL, IIMUN

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OBJECTIVE:

India’s International Movement to Unite Nations (“IIMUN” or “Organisation”) is committed to creating

and maintaining a secure work environment where the people working in the organisation, delegates,
Executive Board, Academicians and all other interested parties can work in symbiosis in an
atmosphere free of harassment, exploitation and intimidation caused by acts of Sexual Harassment
within but not limited to the office premises and other locations directly related to the Organisation.
The objective of this policy is to provide protection against sexual harassment of women at workplace
and for the prevention and redressal of complaints of sexual harassment and for matters connected
therewith.

All concerned should take cognizance of the fact that IIMUN strongly opposes sexual harassment, and
that such behaviour against women is prohibited by the terms of employment/ Internship.
Commission of any act of sexual harassment as defined in the Act and in this Policy shall result in strict
disciplinary action. At IIMUN, we have zero-tolerance for sexual harassment. It is a non-negotiable
requirement to ensure safety for the increasing number of women who are part of the workforce.

This policy has been framed in accordance with the provisions of “The Sexual Harassment of Women
at Workplace (Prevention, Prohibition and Redressal) Act, 2013” and rules framed thereunder.
Accordingly, while the policy covers all the key aspects of the act, for any further clarification reference
shall always be made to the act.

SCOPE:

IIMUN’s Policy with regard to Prevention, Prohibition and Redressal of Sexual Harassment covers
every person working in the organisation, delegate, Executive Board member appointed by IIMUN,
academicians invited or directly associated with IIMUN, contractors, visitors including outsourced
employees across the Organisation. This policy permits any female associated to IIMUN in the past to
lodge a complaint against current team members. The Policy is with respect to Prevention, Prohibition
& Redressal of Sexual Harassment which may arise in places not limited to geographical location viz.
IIMUN’s head-office (Currently- 602, Regent Chambers, Nariman Point, Mumbai) but includes all such
places or locations where acts are conducted in context of working relationships or whilst fulfilling
professional duties including but not restricted to Conference Venues, host schools, place of
accommodation during the days of the Conference or orientation for Conferences, or which may be
visited by the above said group of persons during the course of work including transportation provided
by the Organisation for undertaking such visit. Sexual harassment is judged by the impact on the
complainant and not the intent of the Respondent. Sexual harassment as addressed in this Policy
need not necessarily be from a male to a female, it can be vice versa as well as between individuals of
same gender. This Policy comes into force with immediate effect.
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Sexual harassment may also occur between an Individual working in IIMUN and someone that
Individual working in the organisation deals with in the course of his/her work who is not working in
the Organisation.

“Sexual Harassment” includes any one or more of the following unwelcome acts or behaviour
(whether directly or by implication):

a) Any unwelcome sexually determined behaviour, or pattern of conduct, that would cause discomfort
and/or humiliate a person at whom the behaviour or conduct was directed namely:

i. Physical contact and advances

ii. Demand or request for sexual favours
iii. Sexually coloured remarks or remarks of a sexual nature about a person's clothing or body
iv. Showing pornography, making or posting sexual pranks, sexual teasing, sexual jokes, sexually
demeaning or offensive pictures, cartoons or other materials through email, SMS, MMS etc.
v. Repeatedly asking to socialize during on/ off-duty hours or continued expressions of sexual
interest against a person’s wishes
vi. Giving gifts or leaving objects that are sexually suggestive
vii. Eve teasing, innuendos and taunts, physical confinement against one’s will or any such act
likely to intrude upon one’s privacy
viii. Persistent watching, following, contacting of a person
ix. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

b) The following circumstances if it occurs or is present in relation to any sexually determined act or
behaviour amount to sexual harassment:

i. Implied or explicit promise of preferential treatment in employment;

ii. Implied or explicit threat of detrimental treatment in employment
iii. Implied or explicit threat about the present or future employment status
iv. Interference with the person’s work or creating an intimidating or offensive or hostile work
environment; or
v. Humiliating treatment likely to affect her health or safety

In addition to the instances mentioned hereinabove, any other acts or behaviour, which outrages the
modesty of a female, will be considered as sexual harassment. Sexual harassment is a subjective
experience. It is the impact that it has on an individual, as opposed to the intent, that matters.
Sometimes, a person may make a physical contact without intending to intimidate, coerce, or degrade,
but ultimately, sexual harassment is determined by how the person receiving the act feels.

The reasonable person standard shall be used to determine whether or not the conduct was offensive
and what a reasonable person would have done. Further, it is important to note that whether
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harassment has occurred or not, does not depend on the intention of the people but on the experience
of the aggrieved woman.

WOMEN SAFETY COUNCIL:

Every complaint received shall be forwarded to Women Safety Council formed under the policy for
redressal. The investigation shall be carried out by Women Safety Council constituted for this purpose.
Women Safety Council has been constituted of the following members as nominated by the
Organisation:

a. A woman core- council member shall act as Presiding officer of the Council. For the time being
and till further notice, Ms. Kashvi Jaggi, Sr. Vice President, IIMUN shall serve as the Presiding
officer of the Women Safety Council,
b. Not less than 2 members from amongst senior leadership team preferably from across different
departments of IIMUN. For the time being and till further notice, Ms. Anjani Raipat, Chief-of-
Staff, President’s Men, IIMUN and Ms. Arushi Singhi, Sr. Director, National Department, IIMUN
shall serve as members of the Women Safety Council.

COMPLAINT REDRESSAL MECHANISM:

Any aggrieved person may make, in writing or verbally, a complaint of sexual harassment to the
Women Safety Council giving details of the sexual harassment meted out to her/him within a period
of 3 months from the date of incident and in case of a series of incidents, within a period of 3 months
from the date of last incident, which may be extended for a further period of 3 months, if
circumstances warrant such extension in the opinion of the Women Safety Council. The Complaint can
be emailed to the Women Safety Council on the email I’d- womensafetycouncil.iimun@gmail.com or
be sent to either of the Women Safety council members on their respective email I’ds, or their
personal Contact Numbers or through any other means that is deemed fit given the circumstances of
the case.

1. On receipt of complaint, the Women Safety Council shall decide the place and time for hearing
the complaint and shall intimate the date, time and place of hearing to the Complainant and
Respondent. The Women Safety Council shall follow principles of Natural Justice while
handling such complaints.
2. The Women Safety Council on receipt of such complaint, may, if require ask the aggrieved
person to furnish additional information about the alleged harassment including witnesses
and evidences including but not restricted to any form of communication between the
Complainant and the Respondent.
3. Respondent must revert within 2 working days of receipt of the complaint
4. The Women Safety Council shall have the right to call the person against whom the complaint
is made or any other witnesses as and when necessary.
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5. During the enquiry process, the Complainant and the respondent shall refrain from any form
of threat, intimidation or influencing of witnesses or any other persons involved in the case.
The Women Safety Council has the right to refrain the Respondent from any kind of
communication with the witnesses or the Complainant till the enquiry is in process.
6. The Women Safety Council will conduct enquiry in accordance with the principles of natural
justice and will ensure to give both parties, the aggrieved as well as the respondent, a right to
be heard and present their case before the Committee.
7. The Women Safety Council shall ensure confidentiality during the enquiry process and will
ensure that sufficient care is taken to avoid any retaliation against the witnesses. In order to
maintain confidentiality and respect the privacy of the persons involved, the Women Safety
Council can refrain the parties from circulation or distribution of any data or information
about the case during the enquiry or even after the verdict has been passed.

ACTION:

1. The Women Safety Council shall on completion of the enquiry provide a report of its findings
within 7 days from the date of completion of the enquiry and such report shall be made
available to the concerned parties.
2. If the allegation against the respondent has not been proved, the Women Safety Council may
recommend that no action needs to be taken in the matter.
3. If the Women Safety Council arrives at the conclusion that the allegation against the
respondent has been proved, it shall recommend to act for sexual harassment as a
misconduct, as per the following punishment matrix:

Penalty matrix Disciplinary action

Warning,
Minor Reprimand,
Written apology to the Complainant
Withholding of promotions / increments,
Rescinding of bonus,
Moderate
Demotion,
Travel Ban

Compensation or deduction from the salary / wages of the respondent or

issue direction for payment; such sum as it may consider appropriate to be
paid to the aggrieved person or to their legal heirs, as it may determine,
Stringent
Suspension,
Termination / dismissal from IIMUN
Legal action under the Criminal Code
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4. Where a settlement has been arrived, the settlement terms shall be signed by both the parties
and shall be provided with a copy of it. Where, a settlement is arrived as mentioned
hereinabove, no further enquiry shall be conducted in future.

FALSE ACCUSATIONS:

1. The complaint of sexual harassment made by any Individual shall be taken up with utmost
seriousness by IIMUN. However, there shall be zero tolerance for any false accusation.
2. If the Women Safety Council concludes that the allegation was made with malicious intent or
the aggrieved person or any other person making the complaint on behalf of the aggrieved
person produced false or forged or misleading documents to prove his/her case, the Women
Safety Council may recommend action to be taken against the person who has made the
complaint, including termination of service. In such a case, malicious intent has to be
established after an inquiry, before any action is recommended. A mere inability to
substantiate a complaint or provide adequate proof would not attract action as provided
herein. A similar recommendation for action would be recommended against any witness
whom the Women Safety Council concludes, that he/she has given false evidence or produced
forged or misleading documents.

MISCELLANEOUS:

1. IIMUN may make any alteration or amendment or rescind any of the clauses of this Policy as
and when it finds it necessary to do so as long as it complies with the Act. Any such
alterations or amendment or rescinding will be intimated to the people working In the
Organisation.
2. Nothing contained in these rules shall operate in derogation of any law for the time being in
force or to the prejudice of any right of any person under any other Rules or Law.

ROLES AND RESPONSIBILITIES:

MENTOR:

When a female representative is travelling alone:

1. Ensure that booking of late night flights/trains or early morning flights/trains is avoided. In
case of circumstances that make such bookings unavoidable, the consent of the Guardians is
taken, in case, the girl is below 18 years of age.
2. Review the place of accommodation for safety concerns before the Female leaves the city.
3. Ensure that the female possesses emergency local contact numbers including that of female
contacts and police stations.
4. Ensure that the Hotel Address, Room Number and Vehicle Number are shared with you.
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When a male and a female representative are travelling together:

1. Always ensure that rooms are separate

General:

1. Even in case of shortage of accommodation, persons of Opposite Gender must at no given

point of time share rooms or be in the rooms of opposite gender. The person in charge must
ensure that the same rule applies for all Executive Board members and Delegates taking
accommodation with IIMUN.
2. Accommodation should be extended if travel time is the next day of conference getting over

FEMALE:

When travelling alone:

1. Share the location and the car number with your mentor in Mumbai and a family member.
2. App for safety to be downloaded for cases of emergencies.
3. Review the place of accommodation before leaving the City. In case of safety issues bring the
same to the notice of your mentor.
4. Ensure a female teachers’ contact details are kept handy in cases of emergency point of
contact in the city of travel.
5. Ensure that contact information of the nearest police station to the hotel is possessed.
6. In case of any uncomfortable situation with a male delegate/faculty/hotel admin person/
driver, etc, ensure the same is communicated to the members of the Women Safety Council
and Mentor.
7. Share the Hotel Address- room number and driver number along with vehicle details on IIMUN
Women Safety Council Email id
8. Do not share your hotel address with anyone outside IIMUN and Family.

When traveling with a male representative:

1. Always ensure that rooms are separate

2. Do not enter or let anyone enter the room and if you need to meet, do it in the restaurant or
lobby
3. In case of any physical or mental discomfort, report to the safety council immediately
4. In case where the Male representative is seeing making inappropriate or unprofessional
approaches to a female outside the Organisation such a situation needs to be brought to the
notice of Women Safety Council immediately.
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GENERAL RULES FOR IIMUN REPRESENTATIVES:

1. In regards to Delegates and Executive Board Members, the IIMUN representative shall not initiate
or participate in personal conversations, meetings, dinners, dates, dances, physical contact, texts,
or any kind of social media interaction during IIMUN Work (IIMUN Work includes but is not
restricted to- Conference days, days prior and post Conference, Days of Orientation, IIMUN
meetings)
2. No kind of intoxication to be consumed during the course of IIMUN Work.
3. In case, the representative is on any heavy dosage of medicines or is suffering a condition that
can cause amnesia or blackouts, the same must be notified to the head of the department and
the individual will be deemed unfit for travel. In case, the representative conceals such a
condition, he shall be made liable for any act of his/ her done under the influence of such a drug
or illness.
4. In case where a male and a female representative are working post the normal working hours of
Office, prior consent from the department head should be taken in order to stay back for the
completion of such work.
5. In case where a male and a female representative are working outside the IIMUN premises, prior
consent from the department head should be taken in writing.
6. Male representatives must maintain sufficient physical distance while in the company of females
to ensure their comfort. Any personal or unprofessional remarks or comments showing
superiority shall not be tolerated.
7. Male representatives must not call any female post 22:00 hours unless any work emergency
arises.
8. Do not take any pictures or videos without consent.
9. Even in case of shortage of accommodation, persons of Opposite Gender must at no given point
of time share rooms or be in the rooms of opposite gender. The person in charge must ensure
that the same rule applies for all Executive Board members and Delegates taking accommodation
with IIMUN.
10. Do not have friends or relatives or visitors in the IIMUN hotel or school
11. Any and all meetings/ ADMIN or Logistics Management during Conference/ Orientations must
take place in Public. At no given point of time should a male and female (Executive Board Member,
delegate, IIMUN Representative be alone in a room).
12. In case of any ragging or bullying complaints in regards to Executive Board Member, the
Substance team at IIMUN should be notified immediately. In case of any ragging or bullying
complaints in regards to Delegate, the National team Mentor at IIMUN should be notified
immediately.

I agree to abide by the above policy: __________________________