Thermistance

Overview and Purpose

1. Commitment to a Safe Workplace

Thermistance Technology Services Private Limited (“Thermistance” or “Company”) is dedicated to ensuring a work environment free from harassment, where everyone is treated with respect and dignity. Any form of harassment is not acceptable and will result in strict disciplinary action.

2. Legal Compliance

This policy follows The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, and the Ministry of Women and Child Development Notification from December 19, 2013.

3. Zero Tolerance

Harassment by anyone within the company, including employees, managers, directors, or contractors, will not be tolerated.

4. Non-Discrimination

Harassment or discrimination against job candidates and employees is prohibited in all aspects of employment, including hiring, training, evaluations, promotions, and other work practices.

Applicability

This policy applies to all Thermistance employees in India, including those on deputation, contract, temporary, part-time, or consultants. It also applies to subcontractors and vendors.

Definitions

5. Sexual Harassment Includes

• Unwanted physical contact or advances
• Requests for sexual favors
• Sexually colored remarks
• Showing pornography
• Any other unwelcome sexual behavior

Complainant

A person who reports sexual harassment.

Respondent

A person accused of sexual harassment.

Workplace

All Thermistance premises, client or vendor locations, or any place visited for work, including transportation provided by the company.

Policy Details

Internal Complaints Committee (ICC)

An ICC is established in all company centers to address sexual harassment complaints. The committee includes external members from NGOs or those knowledgeable about sexual harassment issues. Initial members are:

• Pratiksha Wangaskar – Chairperson
• Krati Singh – Member
• Irfan Shaikh – Member
• Shivanshu Kumar – Member

The ICC operates under the Act and related regulations.

6. Complaint Handling

• How to File a Complaint?

Employees can file a complaint within 3 months of the incident to the HR Manager (email: pratiksha@thermistance.com) or directly to the ICC (email: POSH@thermistance.com). The complaint must be signed.

• Help with Writing

If the complainant cannot write the complaint, the ICC will help.

• For Incapacitated Complainants

If the complainant cannot file due to incapacity, a legal heir or relative can file the complaint.

• Meeting with Complainant

The ICC will meet with the complainant after receiving the complaint.

• Non-Sexual Harassment Complaints

Complaints not related to sexual harassment will be handled as disciplinary matters.

• Respondent's Hearing

If a case is found, the respondent will be called to explain.

• Investigation Timeline

The ICC will complete the investigation within three months and report within 10 days of completion.

• Representation Against Report

The complainant and respondent can respond to the report within 7 days.

• Final Report

The ICC will submit the final report with recommendations to be implemented by the company within 60 days.

7. Conciliation

• Settling Complaints

The complainant can request the ICC to settle the complaint. If settled, no further inquiry is conducted.

8. Absence of Party

• Ex-Parte Decisions

The ICC can decide in the absence of a party if they fail to attend hearings without reason.

9. False Complaints

• Disciplinary Action

If a complaint is found to be false or malicious, the ICC may recommend disciplinary action, including termination.

10. ICC Powers

• Interim Measures

The ICC can recommend interim measures such as transferring the complainant or respondent or granting additional leave.

• Actions on Proved Cases

If allegations are proven, the ICC may recommend actions as per company policy and law, including compensation from the respondent’s salary.

Appeals

Anyone unhappy with the final report or non-implementation of recommendations can appeal to a court or tribunal within 30 days.

Exceptions

There are no exceptions to this policy.

Effective Date

This policy is part of the employee handbook and Standing Orders and is effective immediately upon publication.