TRACKON- SEXUAL HARASSMENT POLICY

The Policy Statement

1. Commitment to a Discrimination-Free Workplace

At Trackon, our priority is to ensure a workplace that is secure for every employee, devoid of any form of discrimination and harassment, including sexual harassment.

We adopt an uncompromising approach against all types of sexual harassment within our workplace environment.

2.Proactive Response to Harassment Reports

We handle every report of sexual harassment with utmost seriousness, guaranteeing prompt and thorough investigations into each allegation.

3.Consequences for Harassment

Trackon is resolute in its stance that any individual found guilty of sexual harassment will be subject to disciplinary measures, which could escalate to termination of employment.

4.Confidential and Respectful Handling of Complaints

We assure that all sexual harassment complaints are addressed with the highest level of seriousness, confidentiality, and respect.

5.Protection Against Retaliation

Trackon firmly upholds the principle that no individual will face any retaliation or victimization for coming forward with a complaint of sexual harassment.

Definition of Sexual Harassment

Sexual harassment is defined as any form of unwanted sexual behavior that results in an individual feeling violated, demeaned, or threatened. This encompasses scenarios where sexual acts are implied or demanded in exchange for job benefits, or any situation that results in a work environment that is aggressive, frightening, or demeaning for the individual involved. Sexual harassment can occur through a single incident or multiple occurrences and can be manifested in physical, verbal, or non-verbal actions. Behaviors that are considered as sexual harassment include, but are not limited to:

1. Physical Actions
   • Inappropriate physical interactions such as unwanted touching, patting, squeezing, or any form of unwelcome physical contact.
   • Acts of physical aggression, inclusive of sexual assault.
   • Any form of unwanted physical interaction, for instance, touching or squeezing.
   • Offering job perks or threatening job security in exchange for sexual favors.
2. Verbal Actions
   • Making remarks about an employee’s looks, age, or personal life.
   • Telling or sharing sexual jokes or stories.
   • Making sexual propositions or advances.
   • Persistent, unwelcome requests for dates or intimate encounters.
   • Making derogatory comments based on gender.
   • Patronizing or demeaning comments.
   • Transmitting sexually explicit materials or messages via phone or email.

3. Non-Verbal Behaviors
   • The exhibition of materials that are sexually explicit or suggestive in nature, regardless of the medium.
   • Making gestures that are of a sexual nature.
   • Engaging in whistling that can be perceived as sexually suggestive.

Sexual harassment does not discriminate based on gender; it can affect anyone, and can be perpetrated by individuals of any sex. Trackon is aware that sexual harassment is not limited to interactions between different sexes; it can also occur between individuals of the same gender. The key factor is the unwelcome and coercive nature of the behavior towards the recipient.

Trackon acknowledges that sexual harassment is often a reflection of imbalanced power dynamics, typically seen in relationships within the workplace, such as those between a supervisor and their subordinate.

Trackon holds every individual, including its own employees, clients, casual workers, contractors, and even visitors, accountable under this policy. Anyone found engaging in sexual harassment will face disciplinary action in line with our internal guidelines.

This policy extends beyond the physical premises of Trackon. It encompasses all forms of harassment that might occur at company-sponsored events, including social gatherings, business travels, training sessions, or conferences, regardless of the location.

Complaints Procedures

Trackon advises any individual experiencing sexual harassment to, where feasible, directly notify the offender that their behavior is objectionable and not tolerated. Recognizing the complexities in power dynamics, such as those between a manager and their subordinate, Trackon understands that it might not always be feasible for a victim to confront the harasser directly. In such cases, the victim is encouraged to reach out to a designated member of staff or the Internal Committee. This Committee, established under the POSH Act, is tasked with addressing complaints from women, while a separate Disciplinary Committee handles grievances from other genders.

Outside Complaints Mechanisms

In addition to internal mechanisms, individuals who have faced sexual harassment have the option to lodge complaints externally. This can be done by contacting law enforcement or utilizing other legal channels available within the jurisdiction. Trackon supports the rights of its employees to seek justice through these external means.

Sanctions and Disciplinary Measures

Trackon stipulates that any individual proven to have engaged in sexual harassment, as outlined in this policy, will face appropriate disciplinary measures. These may include:

• Issuance of either a verbal or written reprimand.
• A negative impact on performance assessments.
• A decrease in salary.
• Relocation to a different department or role.
• A reduction in rank or position.
• Temporary suspension from duties.
• Termination of employment.

The severity of these actions will be proportionate to the seriousness and scope of the harassment. Trackon is committed to imposing meaningful consequences to prevent the minimization of sexual harassment incidents. Particularly egregious offenses, such as physical aggression, will lead to immediate termination of the perpetrator.

Implementation of this Policy

• Trackon is dedicated to ensuring widespread awareness and understanding of this policy.
• The policy will be an integral part of the staff handbook and will be introduced to all new hires during their orientation.
• Annually, all employees will be required to participate in a refresher course regarding this policy.
• Managers have a particular responsibility to ensure that all team members are familiar with these guidelines.

Monitoring and evaluation

• Trackon emphasizes the ongoing monitoring of this sexual harassment policy. Anonymous data collection and statistical analysis will be utilized to gauge the policy’s usage and effectiveness.
• Reports on adherence to this policy, including incident counts, resolution methods, and any suggestions for improvements, will be compiled by supervisors and managers.

Approved By :-

Dinesh Kumar Rautela (Director)