PRACHI FOUNDATION
“The New Beginning”

Full policy text

1. Introduction

Prachi Foundation: The New Beginning, is committed to creating and maintaining a safe, respectful, and inclusive work environment for all individuals associated with the organization. This policy is framed in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

The organization upholds the dignity of women and ensures that every woman—employee, intern, volunteer, or participant—feels secure and respected at all times.

2. Objectives

This policy aims to:

• Prevent sexual harassment at the workplace
• Provide a clear mechanism for redressal of complaints
• Promote awareness and sensitivity regarding gender issues
• Ensure a safe and equitable environment for all women

3. Scope of the Policy

This policy applies to all individuals associated with Prachi Foundation, including:

• Employees (permanent/temporary)
• Interns and volunteers
• Field staff
• Participants in programs and workshops
• Visitors, consultants, and guests

Definition of Workplace

The workplace includes:

• Office premises
• Field locations
• Training/workshop venues
• Guest houses
• Any place visited in the course of official duties

4. Definition of Sexual Harassment

Sexual harassment includes any unwelcome act or behavior, whether directly or indirectly, such as:

• Physical contact and advances
• Demand or request for sexual favors
• Making sexually colored remarks
• Showing pornography
• Any unwelcome physical, verbal, or non-verbal conduct of a sexual nature

5. Internal Committee (CASH Committee)

Prachi Foundation shall constitute an Internal Committee (CASH) comprising:

• Presiding Officer — Name Withheld
• Members — Name Withheld
• External Member — Name Withheld

6. Roles and Responsibilities of the Committee

The Committee shall:

• Receive and acknowledge complaints
• Conduct a fair and unbiased inquiry
• Recommend appropriate action
• Maintain confidentiality throughout the process
• Organize awareness programs and training sessions
• Prepare periodic reports

7. Complaint Mechanism

• A written complaint must be submitted within 3 months of the last incident
• If the complainant is unable to submit a written complaint, the Committee shall provide assistance
• In cases of incapacity or death, a legal heir or authorized person may file the complaint

8. Inquiry Process (As per Act, 2013)

• Notice to respondent: within 7 days of receiving complaint
• Completion of inquiry: within 90 days
• Submission of report: within 10 days of completion
• Implementation of recommendations: within 60 days
• Appeal: within 90 days

9. Interim Relief

During the inquiry process, upon request, the Committee may recommend:

• Transfer of either party
• Up to 3 months of paid leave for the complainant
• Any other appropriate relief

The complainant shall continue to receive salary and benefits during such leave.

10. Disciplinary Action

If the respondent is found guilty, actions may include:

• Written warning
• Suspension
• Termination of employment (in severe cases)
• Withholding promotions or increments

In cases of repeated misconduct, strict disciplinary action including termination will be taken.

11. Compensation

Where the complainant has suffered mental or physical trauma, compensation may be awarded, which can be deducted from the respondent’s salary, depending on the severity of the case.

12. False or Malicious Complaints

• If a complaint is found to be false or malicious, appropriate action may be taken
• Lack of evidence alone shall not amount to a false complaint
• If no sufficient evidence is found, the case may be closed

13. Awareness and Capacity Building

• Participation in POSH/CASH workshops is mandatory for all staff
• At least 2–3 awareness sessions annually will be conducted
• New employees shall be oriented within one month of joining
• Interns, fellows, and guests shall also be informed about this policy

14. Infrastructure Requirements

The organization shall ensure:

• Safe and secure working conditions
• Separate sanitation facilities ensuring inclusive and dignified access for all
• A respectful and inclusive work culture

15. Confidentiality

All proceedings under this policy shall be strictly confidential. Disclosure of any information related to the complaint or inquiry is prohibited.

16. Reporting and Documentation

• The Committee shall submit inquiry reports to the Director within 10 days
• Copies of the report shall be shared with both parties
• Annual reports shall be maintained and submitted as required

17. Organizational Commitment

Prachi Foundation: The New Beginning reaffirms its commitment to:

• Zero tolerance towards sexual harassment
• Gender equality and dignity at the workplace
• A safe, inclusive, and empowering environment for women