TECHNOCON GROUP POSH POLICY

POSH Policy of Technocon Group of Entities under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (“POSH Act”)

SCOPE OF POLICY

TECHNOCON GROUP has constituted an Internal Committee (IC) at every unit/workplace in accordance with the POSH Act to prevent sexual harassment at workplace. The policy applies to all employees and stakeholders connected with the organization.

The purpose of the POSH Policy is to:

• Promote a healthy work environment free from sexual harassment
• Provide protection against sexual harassment of women at workplace
• Provide a redressal mechanism for complaints

This policy is governed by the POSH Act including definitions, interpretations, responsibilities, assumptions of all definitions, and applicable state or central laws.

GOVERNANCE OF THE POSH POLICY

TECHNOCON GROUP has appointed members to form an Internal Complaints Committee for implementation, redressal, monitoring, training, awareness, and compliance.

The Governance Structure at TECHNOCON GROUP includes an Internal Complaints Committee chaired by the Presiding Officer.

RESPONSIBILITIES OF TECHNOCON GROUP

• Ensure employees work with respect and dignity
• Prevent discrimination or harassment
• Provide redressal process under POSH Act
• Organize awareness and training programs
• Implement IC recommendations
• Maintain confidentiality
• Comply with Section 19 of the Act

RESPONSIBILITIES OF POSH ICC COMMITTEE MEMBERS

• Receive complaints of sexual harassment
• Conduct fair and unbiased inquiry
• Submit findings and recommendations
• Maintain confidentiality
• Conduct awareness programs
• Submit annual report under POSH Act

INVESTIGATION PROCEDURE

• Complaint to be submitted within 3 months
• ICC conducts inquiry within 90 days
• Both parties are given opportunity to present evidence
• ICC submits report within 10 days
• Employer must act on recommendations within 60 days

APPEAL AND EMPLOYER’S ROLE UNDER POSH

Appeal may be filed within 90 days against ICC recommendations. Employer is required to comply with the POSH Act provisions and implement ICC decisions.