Harassment Policy


Sefam Pvt. Ltd provides Equal Employment Opportunities that do not discriminate against employees and job applicants based upon certain characteristics, such as age, race, color, Gender, religion, and disability.

Harassment in employment, including racial, cultural& sexual harassment, as well as any other harassment forbidden by law, is strictly prohibited by the Company. Employees who violate this policy are subject to discipline, including possible termination. This includes, but is not limited to, the following types of offensive behavior:

  1. Unwanted or verbal advances or propositions;
  2. Offering employment benefits in exchange for favors;
  3. Making or threatening reprisals (revenge) after a negative response to sexual advances;
  4. Visual conduct, including smirks (smiling in an irritatingly or silly way), making sexual gestures, displaying sexually suggestive objects or pictures, cartoons, or posters;
  5. Verbal conduct, including making or using derogatory comments, epithets (nickname/appellation), slurs, and jokes;
  6. Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations;
  7. Physical conduct, including touching, assault, impeding or blocking movements, standing at a close distance, or any other conduct of a sexual or violent nature that would make the other person uncomfortable.

The Company will take all reasonable steps to prevent harassment from occurring and will take immediate and appropriate actions:

Minor penalties:

  • withholding, for a specific period, promotion, or increment.
  • The stoppage, for a specific period, at an efficiency bar in the time-scale, otherwise than for unfitness to cross such bar; and
  • recovery of the compensation payable to the complainant from pay or any other source of the accused;

Major penalties:

  • reduction to a lower post or time-scale, or to a lower stage in a time-scale;
  • compulsory retirement;
  • removal from service;
  • dismissal from service; and
  • A part of the fine can be used as compensation for the complainant. In the case of the owner, the fine shall be payable to the complainant.

If any employee is harassed by a co-worker, supervisor, agent, vendor, or customer, or if you believe that another employee has been harassed, you have a duty to promptly report the facts of the incident or incidents, and names of the individuals involved, to

(Option: GM or Human Resources.), who shall at once form an inquiry committee?

The matter will be immediately and thoroughly investigated by the inquiry committee, and confidentiality will be maintained to the extent possible.  After reviewing the evidence, a determination will be made concerning whether reasonable grounds exist to believe that harassment has occurred.  It is the obligation of all employees to cooperate fully in the investigation process.  The Company considers any harassing conduct to be a major offense that can result in disciplinary action for the offender, up to and including discharge from Service.

The Company will take action to prevent any future harassment. In addition, disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from bringing harassment to the attention of management. The persons involved will be advised of the determination if appropriate.

The Company wants to assure all of its employees that measures will be undertaken to protect those who complain about harassment from any further acts of harassment, coercion, or intimidation, and from retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged harassment