POLICY ON PREVENTION OF SEXUAL HARASSMENT (POSH POLICY)
Writemen Media Private Limited is committed to providing a safe, respectful and inclusive work environment for all its employees, associates, interns, visitors and stakeholders.
This Policy on Prevention of Sexual Harassment (POSH Policy) sets out our approach to prevent, prohibit and redress sexual harassment at the workplace.
- OBJECTIVE
To ensure that all persons at the workplace are treated with dignity and respect, and to provide a safe and secure working environment free from sexual harassment in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) and the rules made thereunder.
- APPLICABILITY
This Policy applies to all employees, directors, consultants, contractors, freelancers, interns, trainees, vendors, clients, visitors and anyone who is associated with Writemen Media Private Limited, at any of its workplaces, including during work-related events, off-site meetings, business trips or in any other setting where the Code of Conduct applies.
- WHAT CONSTITUTES SEXUAL HARASSMENT?
Sexual harassment includes any one or more of the following unwelcome acts or behaviour, whether directly or by implication:
– Physical contact and advances
– Demand or request for sexual favours
– Sexually coloured remarks, jokes, comments or gestures
– Showing or sharing sexually explicit material
– Posting, displaying or circulating offensive content (e.g., images, emails, messages)
– Any other conduct of a sexual nature that is unwelcome and causes discomfort, humiliation or creates a hostile work environment
- OUR COMMITMENT
Writemen Media Private Limited is committed to:
– Preventing sexual harassment through awareness, training and a strong workplace culture
– Ensuring a safe and supportive environment for all
– Taking prompt and appropriate action on complaints
– Maintaining confidentiality and protecting the identity of the complainant, the respondent and witnesses (to the extent possible)
- INTERNAL COMPLAINTS COMMITTEE (ICC)
An Internal Complaints Committee (ICC) has been constituted in accordance with the POSH Act. The ICC will:
– Receive and acknowledge complaints of sexual harassment
– Conduct a fair, impartial and confidential inquiry
– Recommend appropriate action to the management
– Ensure protection to the complainant and witnesses
The details of the ICC members are available with the HR Department and will be communicated to all employees.
- PROCEDURE FOR COMPLAINT
Any person who believes they have been subjected to sexual harassment may make a written complaint to the ICC within 3 months of the incident.
The Committee will acknowledge the complaint within 7 working days and follow the prescribed procedure for inquiry and resolution as per the POSH Act.
In case the complainant is unable to file a written complaint due to physical or mental incapacity, the ICC may assist in making the complaint.
- ACTION AGAINST FALSE COMPLAINTS
While genuine complaints will be fully supported, making malicious or intentionally false complaints may lead to disciplinary action, as per the company’s disciplinary policy.
- NON-RETALIATION
No person will be victimized, discriminated against or subjected to adverse action for filing a complaint, giving information, or participating in an inquiry under this Policy.
- AWARENESS & TRAINING
The Company will conduct regular awareness sessions and training programs to ensure that all employees are informed about this Policy and their rights and responsibilities.
We believe in a workplace where everyone feels safe, respected and valued.
This Policy is effective from:
01 September 2025
