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POLICY ON PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE

[MERLIN GROUP OF COMPANIES]

INTRODUCTION:

This policy has been framed in accordance with the provisions of “The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013” and rules framed thereunder (hereinafter “the Act”)

“Merlin Group of Companies” is committed to provide work environment that ensures every employee is treated with dignity and respect and afforded equitable treatment. The group companies are also committed to promote a work environment that is conducive to the professional growth of its employees and encourages the Equality of Opportunity. The group companies will not tolerate any form of Sexual Harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.

SCOPE:

This policy applies to all categories of employees of the Company, including Permanent, Temporary, Retainer, Trainee and Employees on Contract at their Work Place or at Project Sites. The Company will not tolerate Sexual Harassment, if engaged in by Clients or by Suppliers or by any other Business Associates of the Company.

The workplace includes:

  1. All Offices or Other Premises where the company’s business is conducted;
  2. All company-related activities performed at any Project/Other Site away from the Company’s Premises.
  3. Any place visited by the employee arising out of or during the course of employment including transportation provided by the employer for undertaking such journey
  4. Any picnic, programme, workshop organized by the office
  5. Any Social, Business or other Functions where the Conduct or Comments may have an adverse impact on the Workplace or Workplace relations.

DEFINITION OF SEXUAL HARASSMENT:

Sexual Harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature. Sexual Harassment at the workplace includes:

  1. Unwelcome sexual advances (verbal, written or physical),
  2. Demand or request for sexual favors,
  3. Any other type of sexually-oriented conduct,
  4. Showing pornography
  5. Verbal abuse or ‘joking’ that is sex-oriented,
  6. Any conduct that has the purpose or the effect of interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment and/or submission to such conduct is either an explicit or implicit term or condition of employment and /or submission or rejection of the conduct is used as a basis for making employment decisions

RESPONSIBILITIES REGARDING SEXUAL HARASSMENT:

All Employees of the company have a personal responsibility to ensure that their behavior is not contrary to this Policy. All Employees are encouraged to reinforce the maintenance of a Work Environment free from Sexual Harassment.

COMPLAINT MECHANISM:

An appropriate complaint mechanism in the form of “Complaints Committee” has been constituted in the Company for time-bound redressal of the complaint made by the victim.

INTERNAL-COMPLAINTS COMMITTEE:

The Management of the company has constituted an Internal Complaints Committee for Kolkata Head Office, Acropolis Shopping Mall, Princeton Club and Ibiza for Redressal of Sexual Harassment complaint (made by the victim) and for ensuring time bound treatment of such complaints.

Initially, and till further notice, the Internal Complaints Committee will comprise of the following members:

1. Merlin Projects Limited (HEAD OFFICE)

1. MS. ESHA GHATAK--(Presiding Officer) 

2. MS. DEEPA DAS

3. MS. PARITA MEHTA

4. MR. JAGDISH BALDWA

5. MR. RAJIB KUMAR DAS

2. Bengal Merlin Housing limited: (HEAD OFFICE)

                                                                 1. MS. DEEPA DAS --(Presiding Officer)  

 2. MS. DAMAYANTI KUNDU

 3. MS. ESHA GHATAK

 4. MR.GAUTAM RAY

                                                                 5. MR.SHYAMAL JUIN

  3. Merlin Recreation Private Limited (PRINCETON CLUB)

1.MS. CHAITALI DAS--(Presiding Officer)  

2.MS. SOMA SENGUPTA

3.MS. JAYEETA PALIT

4.MR. RABINDRA JHA

5.MR. SANJAY KARMAKAR

                                                               6.MR. SHYAMAL JUIN

                                                                        

4. Merlin Leisures Limited (IBIZA CLUB SITE)

1. MS. SNEHA KHATRY--(Presiding Officer)  

2. MS. NAYAN BHATTACHARYA

3. MS. ESHA GHATAK

                                                                4. MR. SUBHADIP BASU

5. MR. VIKAS MIMANI 

 

5. Acropolis Maintenance Services Private Limited (ACROPOLIS MALL SITE)

                                                                1. MS. OINDIRILA MODAK--(Presiding Officer)  

2. MS. DEEPA DAS

3. MS. MANJARI JHAWAR

                                                                4. MR. K.VIJAYAN

5. MR. SHYAMAL JUIN

                                                                                          

6. Virtual Aesthetics LLP: (V.A. STUDIO)

                                                                                1. MS. AISHWARYA SHAW--(Presiding Officer)  

                                                                                2. MR. SHYAMAL JUIN

The Complaints Committee is responsible for:

  • Organize workshops and awareness programmes at regular intervals in work places as specified in the Act
  • Investigating every formal Written Complaint of Sexual Harassment;
  • Taking appropriate remedial measures to respond to any substantiated allegations of Sexual Harassment;
  • Discouraging and preventing any and all employment-related Sexual Harassment:

PROCEDURES FOR RESOLUTION, SETTLEMENT OR PROSECUTION OF ACTS OF SEXUAL HARASSMENT:

The Company is committed to provide a supportive environment to resolve concerns of sexual harassment as under:

  1. Informal Resolution Options- when an incident of sexual harassment occurs, the victim of such conduct can communicate her disapproval and objections immediately to the harasser and request the harasser to behave decently. If the harassment does not stop or if victim is not comfortable with addressing the harasser directly, the victim can bring her concern to the attention of the Complaints Committee for redressal of grievance. The Complaints Committee will thereafter provide advice or extend support as requested and will undertake prompt investigation to resolve the matter.
  2. Complaints:

 

  1. An employee with a harassment concern, who is not comfortable with the Informal Resolution Options or has exhausted such options, may make a formal complaint to the “Presiding Officer” of the Complaints Committee constituted by the Management. The complaint shall have to be in writing and can be in form of a letter, preferably within 15 days from the date of occurrence of the alleged incident, sent in a sealed envelope. Alternately, the employee can send complaint through an registered email id. The employee is required to disclose her name, department, division and location she is working in, to enable the Presiding Officer to contact her and take the matter forward.

 

  1. The Presiding Officer of the Complaints Committee will proceed to determine whether the allegations (assuming them to be true only for the purpose of this determination) made in the complaint fall under the purview of Sexual Harassment, preferably within 30 days from receipt of the complaint. In the event, the allegation does not fall under the purview of Sexual Harassment or the allegation does not constitute an offence of Sexual Harassment, the Presiding Officer will record this finding with reasons and communicate the same to the complainant.

 

  1. If the Presiding Officer of the Complaints Committee determines that the allegations constitute an act of sexual harassment, he/ she will proceed to investigate the allegation with the assistance of the Complaints Committee.

 

  1. Where such conduct, on the part of the accused, amounts to a specific offence under the law, the Company shall initiate appropriate action in accordance with law by making a complaint with the appropriate authority.

 

  1. The Complaints Committee shall conduct such investigations in a timely manner and shall submit a written report containing the findings and recommendations to the Managing Director/Director of the Company as soon as practically possible and in any case, not later than 90 days from the date of receipt of the complaint. The Managing Director/Director will ensure corrective action on the recommendations of the Complaints Committee and keep the complainant informed of the same.

 

  1. If the complaint is against any Committee Member, then Compliant should be sent to any other Member of the Committee.

 

  1. Corrective action may include any of the following:
  • Formal Apology;
  • Counseling;
  • Written warning to the perpetrator and a copy of it maintained in the Employee’s File;
  • Change of Work Assignment / Transfer for either the Perpetrator or the Victim;
  • Suspension or Termination of services of the employee found guilty of the offence;
  • In case the complaint is found to be false, the Complainant shall, if deemed fit, be liable for appropriate Disciplinary Action by the Management

 

CONFIDENTIALITY:

The Company understands that it is difficult for the victim to come forward with a complaint of sexual harassment and recognizes the victim’s interest in keeping the matter confidential.

To protect the interests of the victim, the accused person and others who may report incidents of sexual harassment, confidentiality will be maintained throughout the investigatory process to the extent practicable and appropriate under the circumstances.

ACCESS TO REPORTS AND DOCUMENTS:

All records of complaints, including contents of meetings, results of investigations and other relevant material will be kept confidential by the Company except where disclosure is required under disciplinary or other remedial processes.

PROTECTION TO COMPLAINANT / VICTIM:

The Company is committed to ensuring that no employee who brings forward a harassment concern is subject to any form of reprisal. Any reprisal will be subject to disciplinary action. The Company will ensure that the victim or witnesses are not victimized or discriminated against while dealing with complaints of Sexual Harassment. However, anyone who abuses the procedure (for example, by maliciously putting an allegation knowing it to be untrue) will be subject to adequate Disciplinary Action.

DISPLAY OF POLICY:

The Policy as well as penal consequences of sexual harassments shall display at appropriate place of the organization and website of the company so that the same would be visible to every employees of the company. 

SUBMISSION OF REPORT:

It is the responsibility of the Management of the company that necessary Disclosure should make in Annual Report of the company in every financial year. Necessary Report shall also provide to the Nodal Officer of respective District Officer.  

CONCLUSION:

In conclusion, the Company reiterates its commitment to providing its employees, a Workplace free from Harassment/Discrimination and where every Employee is treated with Dignity and Respect.

 

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