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POSH Policy
Prevention, Prohibition and Redressal of Sexual Harassment at the Workplace
RAWBIT FOUNDATION
Creating a Safe, Respectful & Harassment-Free Workplace
Our Commitment
RAWBIT FOUNDATION is committed to creating a safe and conducive work environment that enables all members to work without fear of prejudice, gender bias, and sexual harassment.
This Policy on Prevention, Prohibition and Redressal of Sexual Harassment at the Workplace has been framed in accordance with The Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.
Scope and Coverage
This Policy is applicable to all members of RAWBIT FOUNDATION, including those engaged on permanent, temporary, part-time, ad hoc, daily wage basis, contractors, volunteers, and others working in any capacity at the workplace.
The policy covers all premises, locations, establishments, offices, branches, and places visited by members during the course of work, including transportation provided by the Foundation.
What Constitutes Sexual Harassment
Sexual Harassment Includes:
Any one or more of the following unwelcome acts or behaviors:
Physical Acts
- Physical contact and advances
- Unwelcome touching, kissing, or hugging
Verbal Acts
- Demand or request for sexual favours
- Making sexually coloured remarks
Visual Acts
- Showing pornography or similar content
Other Conduct
- Any other unwelcome physical, verbal or non-verbal conduct of sexual nature
Additional Circumstances
The following circumstances may also amount to sexual harassment:
- Implied or explicit promise of preferential treatment in employment
- Implied or explicit threat of detrimental treatment in employment
- Implied or explicit threat about present or future employment status
- Interference with work or creating intimidating, offensive or hostile work environment
- Humiliating treatment likely to affect health or safety
Internal Committee (IC)
The Foundation has constituted Internal Committees to address complaints of sexual harassment at the workplace.
Committee Composition:
- Equal representation of men and women
- A senior level woman member as Presiding Officer
- Minimum two members committed to the cause of women or with relevant experience
- One member from NGOs or associations working for women's welfare
Tenure: Members hold office for a period not exceeding 3 years from date of nomination, unless reappointed.
How to File a Complaint
File Written Complaint
Submit complaint in writing or via email to the Internal Committee within 3 months from the date of incident
Initial Assessment
IC may attempt conciliation (no monetary settlement allowed) or proceed to formal inquiry
Inquiry Process
IC conducts inquiry following principles of natural justice. Inquiry to be completed within 60 days
Report & Action
IC submits report within 10 days of inquiry completion. Foundation implements recommendations within 30 days
Confidentiality Assured
All proceedings, identities of parties, and recommendations are kept strictly confidential. Breach of confidentiality attracts penalty of minimum ₹5,000.
Actions & Consequences
If Harassment is Proven
- Written apology
- Warning letter in personal file
- Reprimand or censure
- Suspension without pay
- Termination from service
- Withholding of pay rise/increments
- Mandatory counselling
- Community service
- FIR registration if criminal offense
- Monetary compensation to complainant
Support for Complainant
- Transfer to another workplace
- Leave up to 3 months (in addition to entitled leave)
- Restraining respondent from performance review
- Protection from retaliation
- Assistance in filing police complaint if desired
- Professional counselling support
- Compensation for mental trauma and career loss
Malicious Complaints
If a complaint is found to be malicious or false with forged documents, action will be taken against the complainant. However, mere inability to prove harassment will not attract action - malicious intent must be established.
Member Responsibilities
Understand
Read, understand and adhere to this Policy
Respect
Treat each other with dignity and respect at all times
Report
Report sexual harassment experienced or witnessed immediately
Cooperate
Support inquiry proceedings and provide truthful information
Maintain Confidentiality
Handle information in a discreet and confidential manner
Zero Tolerance
Refrain from creating hostile atmosphere via sexual harassment
Anti-Retaliation Policy
The Foundation will not accept, support or tolerate retaliation in any form against any member who, acting in good faith, reports suspected sexual harassment, asks questions or raises concerns.
Retaliation is Major Misconduct
- Retaliation against those reporting sexual harassment is strictly prohibited
- Retaliation cases are treated as seriously as sexual harassment cases
- Anyone engaging in retaliation directly or indirectly will face appropriate disciplinary action
- Retaliation is prohibited even if the original harassment complaint is not proven
How to Report Retaliation:
- Report suspected or experienced retaliation to Human Resources immediately
- If unsatisfied with response, contact the Executive Committee directly
Right to Appeal
If any person is aggrieved by the recommendations made by the Internal Committee or non-implementation of such recommendations, they may appeal to the appropriate authority as specified by law.
Timeline: Appeals must be filed within 90 days of receiving the IC recommendations.
Legal Framework: Indian Penal Code
Section 354A - Sexual Harassment (Cognizable Offence)
Sexual harassment is a cognizable offence under IPC - accused can be arrested without warrant
Offences under Section 354A
- Physical contact and advances involving unwelcome and explicit sexual overtures
- Demand or request for sexual favours
- Showing pornography against the will of a woman
- Making sexually coloured remarks
Punishment
- For offences (i), (ii), (iii): Rigorous imprisonment up to 3 years, or fine, or both
- For offence (iv): Imprisonment up to 1 year, or fine, or both
Related IPC Sections
Acts of sexual harassment may also constitute other offences:
- Section 354: Assault or criminal force to woman with intent to outrage her modesty
- Section 354C: Voyeurism
- Section 354D: Stalking
- Sections 375 & 376: Rape
- Section 509: Word, gesture or act intended to insult modesty of woman
Foundation's Commitment
Training
Regular workshops and awareness programs for all members
Zero Tolerance
Treat sexual harassment as serious misconduct
Support
Provide necessary facilities and assistance to IC
Protection
Ensure safe working environment for all members
Quick Reference Guide
Essential information at your fingertips
- Document the incident with date, time, location, and details
- Report immediately to Internal Committee via email: meena.lokhande@childhelpfoundationindia.org
- Seek support from HR or trusted colleagues
- Cooperate with the inquiry process
- Do not discuss the matter publicly or on social media
- Filing complaint: Within 3 months of incident (extendable by 3 months)
- IC sends complaint to respondent: Within 7 working days
- Respondent's reply: Within 3 working days
- Inquiry completion: Within 60 days
- IC report submission: Within 10 days of inquiry completion
- Action implementation: Within 30 days of receiving report
- Appeal filing: Within 90 days of recommendations
- Right to file complaint confidentially
- Right to request transfer or leave during inquiry
- Right to fair hearing following natural justice
- Right to protection from retaliation
- Right to appeal if unsatisfied with outcome
- Right to assistance in filing police complaint
- Right to compensation if harassment proven
- Always maintain professional boundaries
- Be aware of your language and behavior
- Respect personal space and privacy
- Speak up if you witness harassment
- Support colleagues who report incidents
- Participate in awareness and training programs
- Lead by example in maintaining dignity and respect
Report Sexual Harassment
Your safety and dignity matter. We are here to help.
Internal Committee
info@rawbitfoundation.orgContact Number
+91 9172696951General Inquiries
rawbitfoundation@gmail.comRemember:
- All complaints are treated with strict confidentiality
- No retaliation against complainants
- Fair inquiry process following natural justice
- Support and assistance throughout the process
This policy is reviewed periodically and updated to comply with applicable laws.
Last Updated: February 2026 | Valid: January 2020 - December 2022 (Committee tenure)