Posh Policy
Objective
At Prosperasoft, we are committed to fostering a safe, respectful, and inclusive
workplace
for all
employees, free from
any form of sexual harassment or discrimination. Our POSH policy aims to:
1. Promote Awareness: Educate and sensitize all
employees about
what constitutes sexual
harassment and
the importance of
mutual respect in the workplace.
2. Prevent Incidents: Establish preventive measures
through clear
guidelines, regular
training, and a
culture of zero
tolerance for inappropriate behavior.
3. Ensure Safety: Provide a safe environment where
employees feel
empowered to perform
their roles
without fear of
harassment or bias.
4. Facilitate Redressal: Implement a transparent and
efficient
mechanism for reporting,
investigating,
and resolving
complaints, ensuring confidentiality and fairness for all parties involved.
5. Encourage Accountability: Hold individuals accountable
for
their actions while
maintaining the dignity
and rights of
every employee.
By adhering to these objectives, Prosperasoft reaffirms its commitment to upholding the principles of
equality, respect,
and safety, ensuring a positive workplace culture for everyone.
Scope of POSH Policy at Prosperasoft
Prosperasoft’s POSH Policy ensures a harassment-free environment for all, extending beyond traditional office spaces to remote work and virtual interactions. It safeguards employees across all genders, fosters inclusivity, and addresses third-party interactions with clients or vendors. The policy emphasizes mental well-being, proactive prevention through training, and robust reporting mechanisms, including anonymous options. By promoting bystander intervention and cultural sensitivity, it creates a workplace rooted in respect, safety, and empowerment for every individual.
What is expected of from every employee is
1. Maintain Respect and Professionalism:Demonstrate respect
in all interactions, whether in-person,
online, or during
off-site events, ensuring everyone feels valued and heard.Your actions set the tone for a culture of
dignity.
2. Embrace Diversity:Celebrate and value
everyone’s unique identity and perspective.
3. Speak Out for Safety:Stand up against harassment and
support a culture of respect.
4. Own Your Impact:Take responsibility for fostering a
harassment-free, empowering environment.
5. Set the Standard: Demonstrate respect and integrity to
inspire those around you.
6. Be an Ally: Step in when needed,
supporting colleagues and preventing inappropriate behavior.
7. Report Confidently: Report harassment
swiftly and securely, knowing you’ll be heard.
8. Maintain Confidentiality: Keep
sensitive information confidential, respecting everyone’s dignity.
9. Engage & Evolve: Participate in POSH
initiatives, always growing and learning.
10. Ignite Change:Advocate for continuous
improvement, ensuring a safe and inclusive workplace for
all.
This approach promotes a proactive, respectful culture where each individual plays a key role in
creating a positive,
harassment-free environment.
THIRD PARTY HARASSMENT
At Prosperasoft, we are committed to ensuring that our employees feel safe, respected, and valued not only in internal interactions but also in their dealings with third parties, such as clients, vendors, contractors, and visitors. Third-party harassment is defined as any unwelcome conduct of a sexual nature that occurs outside of the immediate workplace but directly affects an employee’s work experience. This can include interactions during business meetings, conferences, client visits, or any professional setting involving third-party individuals.
Key Points :
1. Definition:Harassment by third parties includes
inappropriate
comments,
unwanted physical contact, or online misconduct during
work-related interactions.
2. Company Commitment:
We protect employees in all work situations, offering support and raising awareness about
external
harassment.
3. Reporting:
Employees should report third-party harassment to the Internal Complaints Committee (ICC),
which
will handle the issue
confidentially.
4. Action & Support:
We investigate all complaints, take swift action (including severing ties with offenders), and
provide counseling and
legal support as needed.
POSH Policy for Work-from-Home Employees
At Prosperasoft, we are committed to maintaining a safe, respectful, and harassment-free environment, regardless of whether employees work from the office or remotely. Our POSH policy applies equally to all employees, including those working from home (WFH), ensuring protection against harassment in any form—physical, verbal, or virtual.
1. Equal Protection:WFH employees are covered by the same POSH
policy
as office-based employees, including virtual and in-person
interactions.
2. Harassment Types:
Includes online harassment (messages, emails, video calls), verbal harassment, and sexual
harassment in remote settings.
3. Reporting:
Employees can report incidents to the Internal Complaints Committee (ICC) via email, online
forms, or confidential
helplines.
4. Training:
Mandatory POSH training covering both office and virtual environments.
5. Support:
Counseling, legal, and HR assistance available for WFH employees facing harassment.
6. Virtual Accountability:
Professionalism and respect are expected in all online communications and meetings.
7. Zero Tolerance:
Digital harassment is treated with the same severity as in-person harassment.
8. Confidentiality:
All reports and investigations will be handled confidentially, ensuring employee privacy and
safety.
What Includes in Prosperasoft’s POSH Policy
1. Unwelcome sexual advances:
Unsolicited and inappropriate advances or requests for sexual favors.
2. Verbal harassment:
Sexually suggestive or offensive comments, jokes, or remarks.
3. Physical harassment:
Unwanted touching, groping, or any form of physical contact of a sexual nature.
4. Non-verbal harassment:
Sexual gestures, lewd looks, or suggestive actions.
5. Sexual favors:
Offering or demanding sexual acts in exchange for professional benefits.
6. Unwanted physical contact:
Unwelcome touching, grabbing, or any inappropriate form of physical engagement.
7. Assault:
Any form of physical attack or intimidation.
8. Blocking or hindering movement:
Deliberately obstructing someone’s path or space in a threatening or aggressive manner.
9. Intimidation:
Creating fear or a sense of insecurity through behavior, threats, or actions.
10. Humiliation:
Actions or comments designed to embarrass, belittle, or degrade an individual.
11. Isolation:
Deliberately excluding or isolating someone from work or social interactions.
12. Unsolicited sexual or offensive messages:
Sending inappropriate emails, texts, or social media messages.
13. Cyberbullying:
Use of digital platforms to harass, spread rumors, or humiliate someone.
14. Inappropriate virtual conduct:
Making suggestive or offensive remarks during video calls or virtual meetings.
15. Repeated mistreatment:
Continuous verbal abuse, unjust criticism, or undermining behavior.
16. Overbearing control:
Excessive monitoring or controlling an employee’s work, making them feel powerless.
17. Public humiliation:
Shaming an employee in front of others or putting them down publicly.
Process/Procedure in Case of a Complaint of Sexual Harassment
1. Complaint Submission: Report incidents to the Internal
Complaints
Committee
(ICC) via email, online form, or verbally.
2. Acknowledgment: The ICC acknowledges receipt within 7 days
and
informs the
complainant of the process.
3. Preliminary Inquiry: ICC conducts an initial inquiry to
assess if
a formal
investigation is needed.
4. Investigation: A formal investigation is conducted fairly
within
90 days, with
both complainant and respondent interviewed.
5. Confidentiality: All parties must maintain confidentiality
throughout the
process.
6. Interim Measures: Temporary solutions (e.g., work
adjustments) may
be provided
to ensure safety during the investigation.
7. Report Findings: ICC submits a report with findings and
recommendations to
management.
8. Action and Resolution: If harassment is substantiated,
disciplinary actions
are taken, ranging from warnings to termination.
9. Appeals: Both parties can appeal the decision if
dissatisfied
with
the
outcome.
10. Support and Follow-up: Counseling and support are provided,
and
monitoring
ensures no retaliation.