Gender-Neutral Prevention of Sexual Harassment (POSH) Policy draft

 ### Gender-Neutral Prevention of Sexual Harassment (POSH) Policy draft

#### 1. **Introduction**

[Company Name] is committed to providing a safe, inclusive, and respectful work environment for all employees, contractors, and visitors, free from sexual harassment and discrimination. This policy outlines our commitment to preventing sexual harassment and addressing any incidents that may occur, regardless of the gender, gender identity, or sexual orientation of those involved.

#### 2. **Scope**

This policy applies to:

- All employees, whether permanent, temporary, or contractual.

- Visitors, clients, vendors, and other third parties interacting with the company.

- All locations where company business is conducted, including remote workspaces and off-site events.

#### 3. **Definition of Sexual Harassment**

Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment.

- Submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual.

- Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

#### 4. **Examples of Sexual Harassment**

Examples include, but are not limited to:

- Unwanted sexual advances or propositions.

- Inappropriate touching, patting, or pinching.

- Sending or displaying sexually explicit materials or messages.

- Making sexual or lewd comments, jokes, or gestures.

- Stalking or following.

- Any other behavior of a sexual nature that creates a hostile work environment.

#### 5. **Responsibilities**

- **Employees:** All employees are responsible for maintaining a work environment free from sexual harassment and should report any incidents they witness or experience.

- **Supervisors and Managers:** Supervisors and managers are responsible for ensuring compliance with this policy, addressing complaints promptly and confidentially, and taking appropriate action to prevent retaliation.

- **POSH Committee:** A dedicated POSH committee, comprising members from various departments and levels, will handle complaints, conduct investigations, and recommend actions to resolve issues. The committee will undergo regular training on handling complaints and gender sensitivity.

#### 6. **Complaint Procedure**

- **Filing a Complaint:** Any individual who believes they have been subjected to sexual harassment should file a complaint with their immediate supervisor, the HR department, or directly with the POSH committee.

- **Confidentiality:** All complaints will be handled with the utmost confidentiality to protect the privacy of all parties involved.

- **Investigation:** The POSH committee will promptly investigate all complaints in a fair and impartial manner. Both the complainant and the accused will have the opportunity to present their side of the story.

- **Resolution:** Based on the investigation findings, the committee will recommend appropriate disciplinary action, which may include warnings, suspension, termination, or other corrective measures.

- **Appeal:** If any party is dissatisfied with the outcome, they may appeal the decision to senior management or an external authority, as appropriate.

#### 7. **Protection Against Retaliation**

Retaliation against any individual who reports sexual harassment or participates in an investigation is strictly prohibited. Anyone found to be engaging in retaliation will be subject to disciplinary action.

#### 8. **Training and Awareness**

- Regular training sessions will be conducted for all employees to educate them about sexual harassment, their rights, and the complaint process.

- Information about the POSH policy will be made available through company intranet, employee handbooks, and other communication channels.

#### 9. **Monitoring and Review**

This policy will be reviewed annually to ensure its effectiveness and compliance with legal requirements. Feedback from employees will be considered to make necessary improvements.

#### 10. **Contact Information**

For any questions or to file a complaint, employees can contact:

- HR Department: [HR Contact Information]

- POSH Committee: [POSH Committee Contact Information]

- Anonymous Reporting Hotline: [Hotline Information]

#### 11. **Conclusion**

[Company Name] is committed to fostering a workplace where everyone is treated with respect and dignity. By adhering to this policy, we aim to create a safe and productive environment for all.