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Comment: Reverted from v. 36–Last official version

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When speaking up fails or isn't feasible in a harassment situation, please contact a People Operations representative within three months (3) of the incident to investigate the behavior.

We encourage team members to fill out the Misconduct complaint form to share the incident with the People Operations team. The information you share with us will only be shared with the investigation committee.

Investigation Committee

Currently, the investigation committee consists of the Executive team, People Operations Manager, and Director of Coaching. Axelerant reserves the right to add more members to the committee as required. 

Investigation process

  • All complaints or concerns about safe space violations or discrimination will be taken seriously and handled confidentially.

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  • An impartial investigation committee will do its best to validate the violations before involving consequences for the

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  • After receiving the complaint, the People Operations Manager will reach out to the complainant for first call, to asses the situation and provide interim options to help the complainant feel safe and heard.

    • Interim measures could include any or all of the following:

      • Immediate leave for 2-5 days considering the severity of the situation

      • On complainant’s formal request, the committee can ask the Project/staffing team to move the respondent/complainant from the current project

      • If the respondent is their direct manager, any appraisals/performance reviews should be conducted by a skip level manager to ensure there is an unbiased review 

  • The inquiry may include the following process

    • reviewing of any available proof (image/screenshots/recording, etc.) shared by the complainant,

    • reaching out to witnesses mentioned by the complainant,

    • setting up calls with the parties involved within 10 days of receiving such a complaint

    • After an unbiased investigation process, the people operations team will share the final decision to both the parties involved and keep the Executive team, Coaches and Managers/Directors of both parties informed.

    • The complainant or the respondent to the complaint shall not be allowed to bring any legal practitioner to represent them at any stage of the proceedings/inquiry before the investigation committee.

    • In the event of failure to attend a personal hearing before the investigation committee by the complainant or the respondent on three (3) consecutive dates (intimated in advance), the committee shall terminate the inquiry proceedings or give an ex-parte decision. However, the committee shall send a notice in writing to the parties, 15 (fifteen) days in advance, before such termination or the ex-parte order.

    • The inquiry process shall be completed maximum within 90 (ninety) days from the date of receipt of the complaint.

Protection to Complainant

The Company is committed to ensuring that no team member 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.

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  • reported people.

The Role of People Operations

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All team members will be subject to disciplinary action, up to and including termination, for any act of safe space violations they are confirmed to have committed. Although disciplinary action will be specific to each case, it can generally be classified into four levels mentioned below. Actual disciplinary actions are suggested by leadership and peer-based committee and finalized by the executive team in line with https://axelerant.atlassian.net/wiki/spaces/AH/pages/1751974104/Prevention+of+Sexual+Harassment+POSH+Policy#4.0-Procedures-%26-Guidelines.

Possible consequences include:

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Withhold promotion/appraisal

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Detraction of benefits for a definite or indefinite time

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Termination for more serious offenses

Level 1

E.g., First-time low-impact occurrences of inappropriate behavior or an act out of character moment. After a formal investigation, team members still feel comfortable working with the instigator.

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