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1. "Complainant" is any aggrieved individual (including a representative as more fully described under Rule 6 of the said Rules, if the aggrieved individual is unable to make a complaint on account of their physical or mental incapacity or death or otherwise) who makes a complaint alleging Sexual Harassment under this Policy.

2. "Team Member" as defined under the Act and means a person employed with the Company for any work on a permanent, temporary, part-time, ad-hoc or daily wage basis, either directly or through an agent, including a contractor, who with or without the knowledge of the Principal employer, whether for remuneration or not, or working voluntarily or otherwise, whether the terms of employment are expressed or implied and includes a co-worker, a contract worker, probationer, trainee, apprentice or called by any other such name.

3. "Employer" means a person who is responsible for management, supervision, and control of the workplace, including appointment/removal/termination of team members and, will include Chief Executive Officer (CEO) or another executive representative (CXO).

4. "Internal Committee" means and includes an Internal Complaints Committee (referred to as the "ICC").

5. "Member" means a member of the ICC.

6. "Presiding officer" means the ICC's presiding officer and shall be a woman employed at a senior level at the workplace amongst the team members.

7. 'Respondent" means a person against whom a complaint of alleged sexual harassment has been made under this policy.

8.  "Parties" means the complainant and the respondent collectively.

9. "Sexual Harassment" includes any one or more of the following unwelcome acts or behavior (whether directly or by implication):

   1. Any unwanted sexually determined action or pattern of conduct that would cause discomfort or humiliate a person

      1. Making sexually colored remarks or remarks of  sexual nature about a person's clothing or body;

      2. Showing pornography;

      3. Any other unwelcome physical, visual, verbal, or non-verbal conduct of sexual nature, including but not limited to cat-call, wolf/finger whistle, vulgar/lewd jokes, letters, phone calls, text messages, e-mails, gestures, etc.

   2. Sexual harassment can involve a series of incidents, or it can be a one-off occurrence.

      1. The following circumstances, among other things, if it occurs or is presently connected with any act or behavior of sexual harassment may amount to sexual harassment:-

      2. Implied or explicit promise of preferential treatment in employment; or

      3. The implied or explicit threat of detrimental treatment in employment; or

      4. The implied or explicit threat about the present or future employment status; or

      5. Interference with work or creating an intimidating or offensive or hostile work environment for the person; or

      6. Humiliating treatment affecting any person's health or safety.

10. "Workplace" means establishments, enterprises, institutions, offices, branches, premises, locations or units established, owned, controlled by the Company or places visited by the team members out of or during employment, including accommodation and transportation provided by the employer undertaking such a journey.

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1. Physical contact or advances;

2. Commenting/making gestures through electronic communication;

3. A demand or request for sexual favors;

4. Making sexually colored remarks;

5. Showing pornography;

6. Any other unwelcome physical/online, verbal, or non-verbal conduct of a sexual nature

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