Ravi Foods Pvt. Ltd. (“RFPL”, “the Company”), maker of the Dukes brand, is committed to a workplace where every person is treated with dignity and works free from sexual harassment. This policy is made under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“the POSH Act”) and its rules.
1. Purpose and scope
The policy applies to all women who work at or visit RFPL, including permanent, contract, temporary, trainee, apprentice and visiting staff, whether the conduct takes place at the office, plant, depot, on official travel, at events, or online in connection with work.
2. What counts as sexual harassment
Any unwelcome act or behaviour, directly or by implication, such as:
- physical contact or advances;
- a demand or request for sexual favours;
- sexually coloured remarks;
- showing pornography;
- any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
It also includes promising or threatening better or worse treatment at work, or creating an intimidating, hostile or offensive environment, in connection with such conduct.
3. The Internal Committee (IC)
RFPL sets up an Internal Committee at each office or unit with ten or more employees, as the Act requires. The Committee has:
- a Presiding Officer, who is a senior woman employee;
- at least two employee members who are committed to the cause of women or have relevant experience;
- one external member from a non-governmental organisation or a person familiar with issues of sexual harassment.
At least half of the members are women. Names and contact details of the Committee members are displayed at the workplace. Members serve for a term of up to three years.
4. How to make a complaint
- The person affected may make a written complaint to the Internal Committee within three months of the incident, or of the last incident in a series. The Committee may extend this period for reasons it records.
- If she cannot write the complaint, the Presiding Officer or any member must help her put it in writing.
- If she cannot complain herself, her legal heir or another person allowed by the rules may do so on her behalf.
- Complaints can be sent in a sealed cover to the Committee or to info@dukesindia.com marked “Internal Committee – Confidential”.
5. Settlement and inquiry
Before an inquiry begins, and only if the complainant asks, the Committee may try to settle the matter by conciliation. No money-based settlement is allowed. If there is no settlement, the Committee holds an inquiry following the principles of natural justice, gives both sides a fair hearing, and completes the inquiry within 90 days. It sends its report within ten days of finishing, and the employer acts within 60 days.
6. Interim relief
While the inquiry is on, the Committee can recommend steps such as moving the complainant or the respondent, granting leave of up to three months, or other relief.
7. Action
If the allegation is proved, the Company acts under its service rules and may order a written apology, a warning, withholding of promotion or increments, termination or other action, and may deduct compensation from the respondent’s pay as the Act allows. A false or malicious complaint, or false evidence, can also lead to action, but a complaint that simply cannot be proved is not a false complaint.
8. Confidentiality and protection
The identity of the complainant, the respondent and witnesses, and the details of the complaint and inquiry, are kept confidential. Retaliation against anyone who complains or helps an inquiry is itself misconduct.
9. Awareness and reporting
RFPL runs awareness sessions for employees and training for Committee members. The Committee files an annual report with the Company and, where required, with the District Officer, and the Company includes the required details in its annual report.
Contact
Ravi Foods Pvt Ltd – Unit 2, 7-4-112/1, Madhuban Colony Road, Kattedan, Hyderabad – 500077, Telangana, India.
Phone: +91 78938 46784 / +91 040 2436 2238
Email: info@dukesindia.com