aa lis Gare & afar) W RITES RITES LIMITED THE INFRASTRUCTURE PEOPLE (Schedule ‘A’ Enterprise of Govt. of India) No. Pers./Women at Work Place Act, 2013 Dt. 18.06.2014 t_to Women at Workplace - 4. In order to provide protection to women at workplace against sexual harassment and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith, the Rules within the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 have come into effect from 09.12.2013. 2. Pursuant to the judgment of Hon'ble Supreme ‘Court of India in the case of Vishakha & Others vs. State of Rajasthan, AIR 1997 SC 31, making it mandatory for all the Goverment Departments/PSU's to include sexual harassment as a misconduct in their Service (Conduct) Rules, provisions were made in RITES Conduct, Discipline and Appeal Rules, 1980, Chapter XII in HRM Manual, August, 2004 under Rule 19.1 2.1 These rules define sexual harassment which includes any one or more of the following unwelcome acts or behaviour (Whether directly or by implication) namely: (i) physical contact and advances; or (ii) ademand or request for sexual favours; or (iii) making sexually coloured remarks; or (iv) showing pornography; or (v) any other unwelcome physical, verbal or non-verbal conduct or sexual nature 2.2 Besides above, the following circumstances, if it occurs or is present in relation to or connected with any act or behaviour of sexual harassment may Ay Ce amount to sexual harassment. (Implied or explicit promise of preferential treatment in her employment, or (i) Implied or explicit threat of detrimental treatment in her employment, or (iui) Implied or explicit threat abut her present or future employment status, or (Interference with her work or creating an intimidating or offensive or (\SA4 hostile work environment for her, or () Humiliating treatment likely to affect her health or safety wl ‘2.4. Anlgismal: carla Gennes beer cnet aay re Corrpelan O— nuthorty to deal with the complaint of sexual harassment at the work place, The Committee consists of the following officials FS Ce avatte anata: igew HoH te 1, BIEE-26, EHe-1220001 (nt). Corporate Oftice: RITES Bhawan, No.1, actor 29, Gurgaor-122 001 NDIA) ‘idee ema: cat fore, aed ane Pesc—1 100092 ose), Registered Ofte: SCOPE May, Laxmi Naga’. Delhy-110.092 (INDIA) ‘GER (Tol) (0124) 2571865, haw (Fax): (0128) 2577660, ¢ Rot (E-mail inkowrens com AAeNEE (weds) wow32 33 At the Corporate Level 1. Mrs. Rita Handa, GM/Finance/Chairperson 2. Mrs. Amita Sidana, AGM/P 3. Mr. RK. Maini, AGM/T&S. 4. Any External Member to be nominated by CMD Nominated Officers at Project/Regional Offices In case of any complaint at the Project/Regional Office, the complainant can approach the following officials nominated for such purpose. The role of the Sub- Committee Members would be to register the case and conduct a preliminary inquiry to establish if prima-facie a case exists and would then refer the case to the main internal committee along with its report. se 1. Smt. D.L. Sudha, AGM/Civil for Project Office, Secunderabad 2. Smt. Shobhana Boosi, Sr. DGM/Civil, BMRCL for BMRCL and UT 3. Sh. B.C. Srivastava, Sr. DGMICivil, for Project Office, Lucknow 4. Smt. Shilpi Sarkar, DGM/Civil, PO, Kolkatta for Project & Inspection Offices, Kolkata 5. Sh. AK. Ghosh, DGM/Finace, PO, Nagpur for Project Office, Nagpur and Inspection Office Bhilai 6. Smt, M.N. Anuradha, Mgr/Finance for Southem Region, Chennai 7. Smt. Lana Mohanty, Mgr/UP for Project Office, Bhubaneswar 8. Smt. Kavita Khimsaria, Secretary/Manager, WR for Inspection Office & UI Offices, Mumbai and RPO, Admedabad 9. For offices located at Gurgaon and within NCR Delhi, the Corporate Level Committee will deal with such cases. Tenure of the Committee Members The tenure of the members of the Internal Committee and nominated Officers shall not exceed 3 years from the date of their nomination. The procedure for making a complaint of Sexual Harassment and its disposal under the rules is as below: (i) Any aggrieved woman may make, in writing, a complaint of sexual harassment at work place to the internal committee within a period of 3 months from the date of incidents and in case of a series of incidents within a period of 3 months from the date of last incidents. (ji) Where the aggrieved woman is unable to make a complaint on account of her physical incapacity, a complaint may be filed by: (a) her relative or friend; or (b) her co-worker, or (c) an officer of the National Commission for Women or State Women’s Commission, or (d)any person who has knowledge of the incident, with the written consent of the aggrieved woman.Where the aggrieved woman is unable to make a complaint on account of her mental incapacity, a complaint may be filed by: (a) her relative or friend; or (b) a special educator; or (c)_ a qualified psychiatrist or psychologist;-or (d) the guardian or authority under whose care she is receiving treatment or care; or (e)_ any person who has knowledge of the incident jointly with her relative or friend or a special educator or qualified psychiatrist or psychologist or guardian or authority under whose care she is receiving treatment (iv) Where the aggrieved woman is unable to make a complaint, a complaint may be filed by any person who has knowledge of the incident, with her written consent; (v) Where the aggrieved woman is dead, a complaint may be filed by any person who has knowledge of the incident, with the written consent of her legal heir. 5. Manner of inquiry into complaint (i) At the time of filing the complaint, the complainant shall submit to the Complaints Committee, six copies of the complaint along with supporting documents and names and addresses of the witnesses. ii) On receipt of the complaint, the Complaints Committee shall send one of the copies received from the complainant to the respondent within a period of seven working days. iii) The respondent shall file his reply to the complaint along with his list of documents, and names and addresses of witness, within a period not exceeding ten working days from the date of receipt of the documents. iv) The Complaints Committee shall make inquiry into the complaint in accordance with the principles of natural justice. v) The Complaints Committee shall have the right to terminate the inquiry proceedings or to give an ex-parte decision on the complaint, if the complainant or respondent fails, without sufficient cause, to present herself or himself for three consecutive hearings convened by the Chairperson. vi) Provided that such termination or ex-parte order may not be passed without giving a notice in writing, fifteen days in advance, to the party concerned. vii) The parties shall not be allowed to bring in any legal practitioner to represent them in their case at any stage of the proceedings before the Complaint Committee. vill) In conducting the inquiry, a minimum of three Members of the Complaints Committee including the Chairperson shall be present ix) On the written request of the Complainant, the Complaint Committee can recommend to the competent authority to restrain the respondent from reporting on the work performance of the complainant or writing her confidential report and assign the same to another officer.5.1. Manner of taking action into the complaint 5.1.4 When the Complaints Committee arrives at the conclusion that the allegation against the respondent has been proved, it shall recommend to the management, to take action for sexual harassment as a misconduct in accordance with the provisions of the Disciplinary and Appeal Rules of the company (including a written apology, warning, reprimand or censure, withholding of promotion, withholding of pay rise or increments, terminating the respondent from service or counseling session) 5.1.2. Where the Internal Committee arrives at the conclusion that the allegation against the accused person has been proved, it shall recommend to the management to: = Deduct, notwithstanding anything in the service rules of the company, from the salary or wages of the accused person such sum as it may ‘consider appropriate fo be paid to the aggrieved woman or to her legal heirs, as it may determine with regard to: (a) The mental trauma, pain, suffering and emotional distress caused to the aggrieved woman; (b) The loss in the career opportunity due to the incident of sexual harassment (c) Medical expenses incurred by the victim for physical or psychiatric treatment. (a) The income and financial of the charged person. (e) Feasibility of such payment in lump sum or in installments, 5.2 Action for false or malicious complaint or false evidence Except in cases where service rules exist, where the complaint Committee arrives at the conclusion that the allegation against the respondent is malicious or the complainant i.e the aggrieved woman or any other person making the complaint has made the complaint knowing it to be false or the complainant or any other person making the complaint has produced any forged or misleading document, it may recommend to the management to take action in accordance with the provisions of the service rules, 5.3. Appeal ‘Any person aggrieved from the recommendations of the Complaint Committee or non-implementation of such recommendations may prefer an appeal to the appellate authority within 90 days of the recommendations.Penalty for disclosing information The contents of the complaint, identity and addresses of the complainant, respondent and witnesses, any information relating to the conciliation and inquiry proceedings, recommendations of the complaint committee and the action taken by the employer shall not be published, communicated or made known to the public, press and media in any manner, If any person contravenes the above provisions, a sum of Five Thousand Rupees shall be recovered from such person. a. Orientation programmes and seminars For sensitizing the employees with the provisions of the Act and to disseminate awareness on prohibition, prevention and redressal of sexual harassment at workplace, orientation programmes, seminars, employees awareness programmes will be conducted. The above may be brought to the knowledge of all employees working in offices/projects under your control. ‘ Vaak a6. Ny, (Ved Prakash) * General Manager/Pers Distribution IGM(Secy)/IDGM(Secy)/SS to CMD, DT, DP, DF & CVO. 2. All Divisional /SBU Heads in RITES Bhawan, Gurgaon 3. GGM(P)s/GM(P)s/CPM — Delhi, Lucknow, Secunderabad, Kolkata, Nagpur, Ahmadabad, Bhubaneswar. GGM())siGM(VAGM() ~ N. RegionWiRegioE. Region/S. Region/C. Region. GGM(UlyMumbai, GM(UT)/Bangalore, GM(HW)iKolkata GM(FE) & Company Secretary All Committee Members. Sr, Office Manager (Admn.), GCIBMRCL, Bangalore ‘Admn, Manager, GC to DMRC/Lodhi Road, New Delhi. 0. All Desk Officers in Personnel Branch > 11. 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