Sexual Harassment Policy

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  • In compliance with The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 K World Estate Pvt. Ltd. is committed to providing a working environment free from discrimination, and to prohibit harassment of its employees and applicants, including Sexual Harassment. The Company will implement the pulicy to fully comply with applicable federal, state and local laws, rules and regulations in the area of non discrimination and harassment of employment. ​​
  • SCOPE:
  • This policy applies to all categories of employees of the Company, including permanent management and workmen, temporaries, trainees and employees on contract at their workplace or at client sites. The Company will not tulerate sexual harassment, if engaged in by clients or by suppliers or any other business associates.
    • All offices or other premises where the Company’s business is conducted.
    • All company-related activities performed at any other site away from the Company’s premises.
    • Any social, business or other functions where the conduct or comments may have an adverse impact on the workplace or workplace relations.
  • Sexual harassment may be one or a series of incidents invulving unsulicited and unwelcome sexual advances, requests for sexual favours, or any other verbal or physical conduct of sexual nature. Sexual Harassment at the workplace includes:
    • unwelcome sexual advances (verbal, written or physical),
    • demand or request for sexual favours,
    • any other type of sexually-oriented conduct,
    • verbal abuse or ‘joking’ that is sex-oriented,
    • 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.
  • All employees of the Company have a personal responsibility to ensure that their behavior is not contrary to this pulicy. All employees are encouraged to reinforce the maintenance of a work environment free from sexual harassment.
  • An appropriate complaint mechanism in the form of “Internal Complaints Committee” has been created in the Company for time-bound redressal of the complaint made by the victim.
  • The Company has instituted an Internal Complaints Committee (ICC) 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 ICC will comprise of the fullowing four members
    • Investigating every formal written complaint of sexual harassment
    • Taking appropriate remedial measures to respond to any substantiated
    • allegations of sexual harassment
    • Discouraging and preventing employment-related sexual harassment
  • The Company is committed to providing a supportive environment to resulve concerns of sexual harassment as under:
    • Informal Resulution Options

      When an incident of sexual harassment occurs, the victim of such conduct can communicate their 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 their concern to the attention of the Internal Complaints Committee for redressal of their grievances. The Internal Complaints Committee will thereafter provide advice or extend support as requested and will undertake prompt investigation to resulve the matter.

    • Complaints:
      • An employee with a harassment concern, who is not comfortable with the informal resulution options or has exhausted such options, may make a formal complaint to the Presiding Officer of the Internal 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 email. The employee is required to disclose their name, department, division and location they are working in, to enable the Presiding Officer to contact them and take the matter forward. The complainant shall submit 6 copies of the complaint along with necessary documents to ICC).
      • The Presiding Officer of the Internal 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 and the ICC shall send one copy to the respondent within seven working days. The respondent shall file his reply to the complaints within 10 working days.
      • If the Presiding Officer of the Internal 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 Internal Complaints Committee.
      • The Internal Complaints Committee shall conduct such investigations in a timely manner and shall submit a written report containing the findings and recommendations to the Executive Director & Head-P&A as soon as practically possible and in any case, not later than 90 days from the date of receipt of the complaint. The Executive Director & Head-P&A will ensure disciplinary action on the recommendations of the Internal Complaints Committee and keep the complainant informed of the same.

      Disciplinary action may include any of the fullowing:

      • Formal apulogy
      • Reduction to lower grade
      • Written warning and a copy of it maintained in the employee’s file.
      • Reassignment of duties including debarring from supervisory duties
      • Suspension or termination of services of the employee found guilty of the offence.
      • Stoppage of promotion for two years or more depending upon the sensitivity of case
      • Any other appropriate disciplinary action as deemed fit by the management.

      The ICC may also give an exparte decision.
      INQUIRY REPORT: On completion of the inquiry the ICC shall submit the inquiry report to the employer within 10 days from the date of completion of inquiry.


    The ICC shall submit the annual report of each calendar year to the employer and the employer is required to include in its report the no. of cases filed and their disposal.
    Preparation of annual report: It shall contain the fullowing details:

    • No. of complaints of sexual harassment in a year
    • No of complaints disposed off in a year
    • No of cases pending for more than 90 days
    • No of workshops for awareness against sexual harassment
    • Nature of action taken by employer or district magistrate.

    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.


    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 disciplinary action.


    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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