(Prevention of Sexual Harassment at Workplace)
At OS Jeans, we are committed to maintaining a safe, respectful, and inclusive work environment where all employees are treated with dignity. Sexual harassment in any form is unacceptable, and we have a zero-tolerance approach to any behavior that violates this policy. Our POSH Policy is established to ensure that every individual associated with OS Jeans, regardless of gender, feels safe and respected in the workplace.
Scope

This policy applies to:
All employees (permanent, temporary, contractual, or trainees)
Vendors, clients, customers, or any third party associated with OS Jeans
All locations where OS Jeans conducts business, including offices, factories, and external locations such as work events, business trips, and offsite workspaces.
What Constitutes Sexual Harassment?
Sexual harassment includes, but is not limited to:
Physical harassment: Unwelcome physical contact or advances, including inappropriate touching or gestures.
Verbal harassment: Comments or remarks that are sexual in nature, including lewd jokes, sexist comments, or any form of offensive communication.
Non-verbal harassment: Indecent exposure, sending sexually explicit emails or messages, and inappropriate visual displays (e.g., photos or videos).
Quid pro quo harassment: Implied or explicit requests for sexual favors in exchange for professional advancement or benefits, such as promotions or pay raises.
Hostile work environment: Creating an intimidating, hostile, or offensive environment through repeated unwanted behavior of a sexual nature.
Rights and Responsibilities

Employee Responsibilities:
Respect and Integrity: Every employee must treat their colleagues, supervisors, and others with respect and professionalism.
Speak Up: If you experience or witness any form of sexual harassment, it is your responsibility to report it promptly.
Awareness: Stay informed about what constitutes inappropriate behavior and understand that even unwelcome comments or gestures can be harmful.

Employer Responsibilities:
Create Awareness: OS Jeans will conduct regular training and awareness programs on sexual harassment prevention for all employees.
Zero Tolerance:

We maintain a zero-tolerance policy towards sexual harassment and ensure strict action will be taken against offenders.
Prompt Action: All complaints of sexual harassment will be taken seriously and addressed promptly with fairness, confidentiality, and professionalism.
Internal Complaints Committee (ICC)
OS Jeans has established an Internal Complaints Committee (ICC), as mandated by law, to handle all cases related to sexual harassment. The ICC is composed of trained members, including at least one external member with expertise in sexual harassment issues, to ensure unbiased proceedings.

Key Functions of the ICC:
Receiving Complaints: The committee is responsible for receiving written complaints of sexual harassment.
Investigations: Upon receiving a complaint, the ICC will conduct a thorough investigation, ensuring confidentiality and respect for all parties involved.
Resolution and Disciplinary Action: Based on the findings of the investigation, appropriate actions will be taken, which may include written warnings, suspension, termination, or legal action, depending on the severity of the misconduct.

Filing a Complaint:
Employees can file a complaint either in writing or via email to the designated ICC members. All complaints must be submitted within 3 months of the incident, although extensions may be granted under exceptional circumstances.
Grievance Redressal Procedure
Report the Incident: An employee who feels harassed should submit a written complaint to the ICC within 3 months from the date of the incident.

Initial Inquiry:

The ICC will acknowledge receipt of the complaint and begin a preliminary review. Both the complainant and the accused will be given a fair opportunity to present their cases.
Investigation: A detailed investigation will be conducted, which may involve interviewing witnesses and reviewing any available evidence. All proceedings will be confidential.
Resolution:

Upon concluding the investigation, the ICC will determine the course of action. This may range from a verbal warning to termination, depending on the severity of the offense.
Appeals:

Both the complainant and the accused have the right to appeal the decision if they are dissatisfied with the outcome.