Centre for Health, Applied Knowledge and Research Autonomy (CHAKRA)

1. Introduction

CHAKRA is committed to providing a safe, supportive, and respectful work environment for all its employees, trainees, and stakeholders. The Prevention of Sexual Harassment (POSH) Policy has been formulated in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (hereinafter referred to as "the Act") and the rules framed thereunder.

This policy aims to prevent and protect women from sexual harassment at the workplace and to provide a mechanism for redressal of complaints of sexual harassment.

2. Definition of Sexual Harassment

Sexual harassment includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication):

• Physical contact and advances
• A demand or request for sexual favours
• Sexually coloured remarks
• Showing pornography or any other pornographic material
• Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature

3. Internal Complaints Committee (ICC)

CHAKRA has constituted an Internal Complaints Committee (ICC) to handle complaints of sexual harassment. The committee comprises:

• A Presiding Officer (woman employed at senior level)
• Two Internal Members
• An external member from an NGO or external agency

4. Procedure for Filing Complaints

Any aggrieved woman may make, in writing, a complaint of sexual harassment at the workplace to the Internal Complaints Committee within a period of three months from the date of incident. The period may be extended by a further period of three months if circumstances justify.

5. Redressal Process

Upon receiving a complaint, the ICC shall:

• Conduct an inquiry within 90 days
• Provide both parties a reasonable opportunity to be heard
• Maintain confidentiality throughout the process
• Submit its findings and recommendations to the employer

6. Action Against Frivolous Complaints

If the ICC concludes that the allegations made were false and malicious, the complainant shall be liable for appropriate disciplinary action. However, mere inability to substantiate a complaint shall not constitute false accusation.

7. Contact Information