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The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work.

An Act to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith or incidental thereto.

Sexual harassment includes a range of actions from verbal transgressions to sexual abuse or assault.

Harassment can occur in many different social settings such as the workplace, the home, school, churches, etc. Harassers or victims may be of any gender.

We designed our work from home policy to make sure that working from home is beneficial to our employees and company.

This company work from home policy applies to all our employees who prefer working from home.

Employees are allowed to work from home only if their job duties permit it.

Our workplace violence policy aims to acquaint employees with what we consider workplace violence and ask them to report early signs or threats. We want to provide our employees with a safe workplace where mutual respect is a given. We ask everyone to be professional and ethical at work.

This policy applies equally to all employees, contractors, public visitors, clients and anyone else whom employees come into contact with during work.

Our company travel policy outlines our provisions for company-related travel. We’ll explain which expenses we’ll reimburse and how. We’ll also give instructions to our employees to track their expenses correctly when traveling.

This policy applies to all our employees. In this policy, we refer to ‘travel’ meaning a business trip to a different city than the one you’re in. We’re also counting any car, train or bus trip that lasts longer than an hour.

Every employer should have a written policy specifically prohibiting sexual harassment. The policy should be included in the employee handbook, distributed to all new employees, posted, redistributed on a regular basis, and communicated to employees often.

There are several steps an employer should take to emphasize to employees that sexual harassment will not be tolerated in the workplace. An employer's managers and supervisors play an important role in implementing each of these steps. One of the most important things an employer can do is to adopt an effective sexual harassment policy, including a procedure for employees to raise complaints about harassment.

A whistle-blower is a worker who passes on information about a company’s wrongdoing to the company, or ultimately a third party. The act of passing that information is known as “blowing the whistle” or “making a disclosure.”

Whistle blowing occurs when an employee or worker provides certain types of information, usually to the employer or a regulator, which has come to their attention through work.

Whistle-blowing is therefore ‘making a disclosure in the public interest’ and occurs when a worker raises a concern about danger or illegality that affects others.

Our sexual harassment policy aims to protect men and women in our company from unwanted sexual advances and give them guidelines to report incidents. We will also explain how we handle claims, punish sexual harassment and help victims recover.

We won’t tolerate sexual harassment in our workplace in any shape or form. Our culture is based on mutual respect and collaboration. Sexual harassment is a serious violation of those principles.

Our Separation of Employment policy refers to the event that an employee ceases to be part of the company’s workforce. It is beneficial for all parties that the employment separation process is as clear as possible so misunderstandings and distrust between the employee and the company can be avoided.

This termination/separation of employment policy applies to all prospective or current employees of the company in regards to possible separation of employment.

Our open door policy in business reflects our commitment to transparent and flexible communication between managers and team members.

it’s simply the management practice of leaving your proverbial door open to all employees. This enhances communication across levels of the organization.

Our pets in the workplace policy outlines our rules for bringing, caring for and supervising pets in our company’s offices.

We believe that pets can foster a friendlier and happier workplace. They’re fun, playful and can have positive influence on our work. We’ll allow our employees to have their pets at work when they wish. However, we want to make sure that animals won’t disrupt our operations, damage properties or cause medical issues to other employees. We expect everyone to read and respect this policy. Scope

The probation and confirmation policy provides information about the terms and condition that a new employee should follow during probation period.

The policy conveys that probation period is an opportunity to both new employee and their manager to do get adjusted and to improve the performance.