DETAILS TO BE SHOWN IN THE DIRECTORS REPORT FOR THE YEAR 2024-2025 UNDER POSH ACT (PREVENTION OF SEXUAL HARASSMENT)

 DETAILS TO BE SHOWN IN THE DIRECTORS REPORT FOR THE YEAR 2024-2025 UNDER POSH ACT (PREVENTION OF SEXUAL HARASSMENT)

DISCLOSURES UNDER SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION & REDRESSAL) ACT, 2013

There are no employees in the Company thus it is not required to constitute Internal Complaints Committee (ICC) pursuant to the legislation 'Prevention, Prohibition and Redressal of Sexual Harassment of Women at Workplace Act 2013' as the same is not applicable on the Company.

PREVENTION OF SEXUAL HARASSMENT (NOT APPLICABLE ON SMALL COMPANIES AND OPCS)

The Company’s goal has always been to create an open and safe workplace for every employee to feel empowered, irrespective of gender, sexual preferences and other factors, and contribute to the best of their abilities. In line to make the workplace a safe environment, the Company has set up a policy on prevention of sexual harassment in line with the requirements of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“PoSH Act”). Further, the Company has complied with the provisions under the PoSH Act relating to the framing of an anti-sexual harassment policy and the constitution of an Internal Committee.

 

The Company has not received any complaints of work place complaints, including complaints on sexual harassment during the year under review. OR The following is a summary of complaints received and resolved during the reporting period:

 

Sl. No.  Nature of Complaints     Received           Disposed-Off    Pending

1.         Sexual Harassment                               

2.         Workplace Discrimination                                 

3.         Child Labour                            

4.         Forced Labour                          

5.         Wages and Salary                                 

6.         Other HR Issues