HOUSE OF TRIBE

PVT. LTD.
Policy on Prevention of
Sexual Harassment at Work Place
 1. Policy Summary...........................................................................................................3
2. Policy Background.......................................................................................................3
3. Purpose........................................................................................................................4
4. Scope of Policy............................................................................................................4
5. Policy Authority............................................................................................................4
6. Sexual Harassment......................................................................................................4
7. Internal Complaints Committee (ICC)..........................................................................5
8. Process........................................................................................................................6
9. Inquiry Proceedings.....................................................................................................7
10. Actions during pendency of proceedings.....................................................................8
11. Provision for appeal.....................................................................................................8
12. False or Frivolous Complaints.....................................................................................8
13. Compliance..................................................................................................................8
14. Glossary.......................................................................................................................8

Ms. JAYEETA ASHUTOSH ROY, ASSISTANT VICE PRESIDENT -

Prepared by
BUSINESS PARTNERSHIPS AND LEGAL
Approved by Dr.APUROOPA GADDAM, DIRECTOR
1. Purpose

The employer is committed to provide a work environment free of any form of illegal
discrimination, both direct and indirect, including sexual harassment. Further, the company is
committed to maintaining a workplace where each staff’s privacy and personal dignity are
respected and protected from offensive or threatening behaviour from others.

The purpose of this policy document is to lay down the processes for investigation and action on
a complaint or incident reported or coming to the knowledge of the Management regarding any
form of sexual harassment at the workplace.

2. Scope of Policy

This policy is applicable to all employees of House of Tribe Pvt. Ltd and hereinafter referred
to as “Employer”.

3. Policy Authority
Impl ement atio n, Review and Circulati on Issuing Authorit y
The BOD is the issuing authority for this policy.
5.1 Policy Initiation, Review and Modification

The BOD is the initiating & reviewing authority under this policy. Head of Human
Resources of the employer will review this policy on need basis, as and when any
significant changes occur in the environment in which the organisation functions (including
regulatory changes) in order to ensure its continuing suitability, adequacy and
effectiveness and submit to the Board for approval.

5.2 Approval Authority

The BOD is the initial approving authority for this policy. The BOD is also the approving
authority for the modification arising out of the review, to this policy.

5.3 Policy Circulation

This document will be made available to Head of Departments, upon due authorization by
the Board on a need to know basis. The essential details will be circulated to all staff.

6. Sexual Harassment

Sexual harassment is any kind of behaviour of a sexual nature that is unwelcome and/or
inappropriate at the workplace. For purpose of this policy, we adopt the definition as given by
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act,
2013.

6.1 What constitutes Sexual Harassment?

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

 Physical contact & advances; or

 A demand or request for sexual favours; or
 Making sexually coloured remarks; or
 Showing pornography; or
Ms. JAYEETA ASHUTOSH ROY, ASSISTANT VICE PRESIDENT -
Prepared by
BUSINESS PARTNERSHIPS AND LEGAL
Approved by Dr.APUROOPA GADDAM, DIRECTOR
  Any other unwelcome physical, verbal or non-verbal conduct of sexual nature;

The following circumstances, inter alia, if it occurs or is present in relation to or connected

with any act or behaviour of sexual nature may amount to sexual harassment:

 Implied or explicit promise of preferential treatment in her employment; or

 Implied or explicit threat of detrimental treatment in her employment; or
 Implied or explicit threat about her present or future employment status: or
 Interference with her work or creating an intimidating or offensive or hostile work
environment for her or humiliating treatment likely to affect her health or safety.

6.2 Although the Act refers only to harassment of female employees and the policy is
predominantly oriented to the protection of female employees, the same shall be applied
to the extent practical in the case of reverse harassment of male or transgender
employees and same sex harassment.

7. Internal Complaints Committee (ICC)

The Internal Complaints Committee (ICC) is constituted on the basis of the guidelines laid
down under The Sexual Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act, 2013, which states:

The Internal Committee shall consist of the following Members to be nominated by the
Employer, namely:

a) A Presiding Officer who shall be a woman employed at a senior level at workplace

from amongst the staff.
b) Not less than two Members from amongst staff preferably committed to the cause of
women or who have had experience in social work or have legal knowledge.
c) One member from amongst non-governmental organisations or associations
committed to the cause of women or a person familiar with the issues relating to sexual
harassment.

Provided that at least one-half of the total members so nominated shall be women.

Position in Contact
Sl
Designatio the Number
No Name Email ID
n Committe and Office
.
e Address
Tadala
General 990806503
1 Vivek Head vivek.sriraj@thetribeconcepts.com
Manager 4
Sriraj
Kavya
Financial kavyasree.pasupuleti@thetribeconcepts.co 990802785
2 Sree Member
Manager m 1
Pasupuleti
Raagolu Packing
910058035
3 Divyanjal Support Member -
5
i Team

Whereas, the above mentioned committee has been formed to address all complaints
pertaining to sexual harassment at work place, the Employer may reconstitute the committee
based on the nature of complaints or as expedient and practical.

Ms. JAYEETA ASHUTOSH ROY, ASSISTANT VICE PRESIDENT -

Prepared by
BUSINESS PARTNERSHIPS AND LEGAL
Approved by Dr.APUROOPA GADDAM, DIRECTOR
8. Process

8.1 Registering complaint

Any staff member who is aggrieved needs to lodge a complaint giving the detailed
grounds of grievance, before the Internal Complaints Committee (ICC) for Prevention of
Sexual Harassment. Anyone who is inhibited to provide the full details in the compliant
may seek personal audience with the presiding officer. Alternatively, the aggrieved staff
member may also forward their complaint to the email id reserved for this purpose which
will be accessed by authorized person who will confidentially take this up with Internal
Complaints Committee. The specific email id will also be circulated along with the details
of Internal Complaints Committee members.

Any aggrieved complainant may make, in writing / email, a complaint of sexual

harassment at workplace to ICC, within a period of three months from the date of incident
and in case of series of incidents, within a period of three months from the date of last
incident.

Provided that where such complaint cannot be made initially in writing / email, the
Presiding Officer or any member of the ICC shall render all reasonable assistance to the
Complainant for making the complaint in writing / email.

Provided further that the ICC for the reasons recorded in writing, extend the time limit not
exceeding further three months, if it is satisfied that the circumstances were such which
prevented the Complainant from filing a complaint within the initial three months.

Where the aggrieved Employee is unable to make complaint on account of her physical or
mental incapacity or death, her legal heir or such other person as may have responsibility
for such Employee may make complaint as per the provisions of this policy.

The ICC before initiating an inquiry and at the request of aggrieved Complainant can take
steps to settle the matters between the Complainant and Respondent through
conciliation.

The complaint should be raised in writing or through email sent from official / personal
email id. Anonymous complaints will also be investigated based on nature and seriousness
of the complaint, but actions thereon may be hampered by lack of witnesses or evidence.

8.2 Preliminary enquiry

On receipt of a complaint, the Internal Complaints Committee will make a prima facie
determination whether the complaint falls under the category of sexual harassment,
irrespective of whether it is so classified / titled by the complainant. The ICC will then call
for and conduct a detailed inquiry either directly or through a ‘Regional ICC’ constituted for
such purpose, if such preliminary enquiry finds that the complaint falls under any of the
categories of sexual harassment.

If the complaint is against any member of staff from the ICC, the prima facie determination
shall be made by the Head of Human Resources, who shall reconstitute ICC suitably.

9. Inquiry Proceeding

 The designated official/s from the ICC / Regional ICC, will intimate all the concerned
parties (Complainant, Respondent & Committee members) regarding the inquiry
proceeding. ICC may take support from HR department / Disciplinary Authority/any
other official for the purpose of documentation.
Ms. JAYEETA ASHUTOSH ROY, ASSISTANT VICE PRESIDENT -
Prepared by
BUSINESS PARTNERSHIPS AND LEGAL
Approved by Dr.APUROOPA GADDAM, DIRECTOR
  Complainant and Respondent will be allowed to produce material and/or oral
documentary evidence and shall be entitled to call witnesses.
 Except in cases of incapacity as mentioned earlier, a third party shall not be permitted
to represent either the Complainant or the Respondent; however, the Complainant or
the Respondent may, if he/she so desires seek the assistance, of another employee of
the Employer to make submissions on his/her behalf.
 Inquiry proceedings and the deposition of the witness if any including the preliminary
ICC inquiry will be recorded in writing and the documents produced will be marked as
evidence.
 Confidentiality shall be maintained during the inquiry procedure and afterwards in the
interest of dignity and privacy of all concerned.
 The inquiry shall be completed within 90 days and the Committee will duly submit the
report to Head of Human Resources with in a period of 10 days from the date of
completion of inquiry.
 Where the committee arrives at the conclusion that allegation against the respondent
has not been proved, it shall recommend that no action is required to be taken in this
matter.
 Where the committee arrives at conclusion that the allegation against the respondent
has been proved, it shall recommend taking action against sexual harassment as
misconduct in accordance with the rules of the organization.
 Head of Human Resources in consultation with BID to take appropriate action within
60 days of receipt of the inquiry report.
 The action taken will be communicated to the Complainant and the Respondent which
will formally ensure closure of the inquiry proceedings.

10. Action during pendency of proceedings

It shall be the sole discretion of the Management or the Employer, whether or not to allow
continuing in service or suspending or dismissing a staff accused of sexual harassment,
during the pendency of the inquiry proceedings.

11. Provision for appeal

Any person aggrieved by the inquiry findings/decision, may prefer an appeal to the BOD, with
in a period of 90 days from the date such findings/decision has been communicated to the
Complainant and the Respondent. The Appeal should be raised with specific reasons as to
why any finding or part thereof is incorrect and shall not be subjective/ generalized. The
Appeal may be disposed of by the BOD relying on the records of original proceedings or by
calling for more evidence or witness as he may decide.

12. False or Frivolous Complaints

False or frivolous complaints filed only with the intention of maligning the character or
reputation of a colleague will attract disciplinary action as applicable to major or grave
misconduct.

Ms. JAYEETA ASHUTOSH ROY, ASSISTANT VICE PRESIDENT -

Prepared by
BUSINESS PARTNERSHIPS AND LEGAL
Approved by Dr.APUROOPA GADDAM, DIRECTOR
13. Compliance

This policy is being framed in line with the general guidelines issued by the Sexual
Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. If any
clause (in part or full) of this policy narrowing down the intentions of the guidelines as stated in
the said Act, or any amendments to the Act that may be introduced from time to time, the
guidelines under the Act shall prevail.

Workshops and awareness programmes shall also be conducted at regular intervals for
sensitising the employees with the provisions of the Act and shall be recorded.

14. Glossary

Abbreviations Description
BOD Board of Directors
Head of Human Official who is Heading Human Resources
Resources function of employer as nominated by BOD
ICC Internal Complaints Committee
HOD Head of Department

Ms. JAYEETA ASHUTOSH ROY, ASSISTANT VICE PRESIDENT -

Prepared by
BUSINESS PARTNERSHIPS AND LEGAL
Approved by Dr.APUROOPA GADDAM, DIRECTOR