Welcome to the webpage
of the Infibeam Avenues
Internal Complaints Comittee (ICC)
Committed to Create a Safe Workplace for Employees.
The ICC has been constituted by the Infibeam Avenues Management as mandated under the Sexual Harassment (of Women) at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Detailed actionable information about sexual harassment in the workplace and guidance on how to handle such incidents have been addressed here.
Commitment
At the outset we would like to clarify that while a lot of references below largely refer to women as the victims, we at ICC are committed to making Infibeam Avenues a safe and harassment-free workplace for all employees without any gender discrimination.
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Infibeam Avenues is committed to providing a work environment that ensures every employee is treated with dignity and respect and afforded equitable treatment.
Infibeam Avenues is also committed to promoting a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
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Infibeam Avenues will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
Infibeam Avenues also has a strict non-fraternization policy which strongly discourages and prohibits romantic or sexual relationship or illegitimate relationships among the employees in the office premises.
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Scope of this Policy
This policy applies to all categories of employees of Infibeam Avenues, including permanent employees, management staff, temporary staff, trainees and consultants on contract; either at the Infibeam Avenues work place or at client sites. Infibeam Avenues will not tolerate sexual harassment, if engaged in by clients or by suppliers or any other business associates.
The workplace includes
  • All offices or other premises where Infibeam Avenues’ 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 Company is involved, where improper conduct or comments of sexual nature by an individual/s may have an adverse impact on employees and/or on the workplace and/or on workplace relations.
Understanding of this policy
1. What is Sexual Harassment?

Sexual Harassment may be one or a series of incidents involving unsolicited 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.
2. What are your responsibilities regarding Sexual Harassment?
  • All employees of Infibeam Avenues have a personal responsibility to ensure that their behavior is not contrary to this policy.
  • All employees are encouraged to reinforce the maintenance of a work environment free from sexual harassment.
3. What to do in case you believe you have faced sexual harassment?

Please contact any of the "ICC - Internal Complaints Committee" members listed below and seek counselling. The ICC has been created in Infibeam Avenues for time-bound redressal of the complaint made by the victim.

The ICC Constitution:

Infibeam Avenues has instituted a Complaints Committee 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 Complaints Committee will comprise of four members. Of these at least two members will be of the same gender as that of the complainant.

The Infibeam Avenues ICC - Internal Complaints Committee will consist of 6 senior members from Infibeam Avenues - 3 Ladies and 3 Gents whose role and responsibility will be to help in prevention, prohibition and redressal of sexual harassment at the workplace. The current members of the ICC are listed below:

The Infibeam Avenues Internal Complaints Committee is responsible for:

  • 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
Process for Employees
If You Feel That You Have Been a Victim of Sexual Harrassment or Assault
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Read the information given on the company webpage http://icc.avenues.info and understand your options. Then approach & inform any of the icc members that are listed on the webpage.
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Draft a written complaint report with the ICC member's guidance.
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Once complaint report is filed, ICC member will guide you with the further course of action.
What Could Be the Further Course of Action?
Informal Complaint
Issue to be mutualy discussed & resolved. If not required, recourse mentioned in the HR policy may OR may not be applied
If Not Resolved
Formal Complaint
Implementation of HR Policy
Implementation of Legal Process by engaging a third party (Police and/or NGO)
4. What is the Procedure for Resolution, Settlement or Prosecution of Acts of Sexual Harassment?

Infibeam Avenues is committed to providing a supportive environment to resolve concerns of sexual harassment as under:

  1. Informal Resolution 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 stop such actions and 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 Infibeam Avenues ICC Member for redressal of her grievance. The Infibeam Avenues ICC will thereafter provide counselling and/or advice and/or extend support as requested and will undertake prompt investigation to resolve the matter.

  2. Complaints :

    1. Alternately, the employee can send complaint through an email in the prescribed format. The employee is required to disclose her name, department, division and location she is working in, along with the perpetrator’s name, department, division and location he is working in. This will enable the Presiding Officer to contact the victim and take the matter forward. All complaints will be handled discreetly. If the complainant desires so, the matter can be resolved behind closed doors.

    2. The Presiding Officer of the Infibeam Avenues 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. In the event, the allegation does not fall under the purview of Sexual Harassment or the allegation does not constitute an offence of Sexual Harassment, the Presiding Officer will record this finding with reasons and communicate the same to the complainant. If the complaint is found to be frivolous and made with malafide intent, action may be taken against the complainant by the Infibeam Avenues Management.
    3. If the Presiding Officer of the Infibeam Avenues ICC - 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 Infibeam Avenues ICC.
    4. Where such conduct, on the part of the accused, amounts to a specific offence under the law, Infibeam Avenues shall initiate appropriate action in accordance with law by making a complaint with the appropriate authority.
    5. The Infibeam Avenues ICC - Internal Complaints Committee shall conduct such investigations in a timely manner and shall submit a written report containing the findings and recommendations to the Infibeam Avenues Management Team as soon as practically possible and in any case, not later than 90 days from the date of receipt of the complaint. The Infibeam Avenues Management Team reserves the right to make a decision in the best interests of the Organization and it will be deemed as final. It will ensure corrective action on the recommendations of the Infibeam Avenues Internal Complaints Committee and keep the complainant informed of the same.
    6. Corrective action may include any or all of the following:
      1. Formal apology
      2. Counselling
      3. Written warning to the perpetrator and a copy of it maintained in the employee’s file.
      4. Change of work assignment / transfer for either the perpetrator or the victim.
      5. Suspension or termination of services of the employee found guilty of the offence
    7. In case the complaint is found to be false, the Complainant shall, if deemed fit by the Infibeam Avenues Management, be liable for appropriate disciplinary action by the Management.
5. Will your identity be revealed?

The Infibeam Avenues ICC 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. To protect the interests of the victim, as well as the accused person and others who may report or be witness to the incidents of sexual harassment, confidentiality will be maintained throughout the investigatory process to the extent practicable and appropriate under the circumstances.

6. Will the Confidentiality of Reports and Documents be maintained?

All records of complaints, including contents of meetings, results of investigations and other relevant material will be kept confidential by the Infibeam Avenues ICC; except where disclosure is required under the law or for disciplinary processes or for other remedial processes.

7. Will the Victim/ Complainant be protected?

The Infibeam Avenues ICC 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. Infibeam Avenues 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.