As per guidelines we’ve created an Internal Complaint Committee (ICC) to deal with all the complaints regarding sexual harassment.
The complaints committee is responsible for receiving and investigating every complaint of sexual harassment, submitting findings and recommendation of the inquiry to the employer and coordinating with the employer before implementing any kind of appropriate action. The committee is also responsible to maintain confidentiality throughout the process.
WisdmLabs ensures a safe working environment and ensures that all necessary assistance and facilities are provided to the committee to deal with the complaints.
How to raise a complaint?
A complaint needs to be lodged within 3 months from the date of incident along with any documentary evidence or names of witnesses if available. The committee can also extend the timeline to another 3 months if it is satisfied with the reasons which prevented the lodging of a complaint within the first 3 months. The complaint shall be in any form either through phone or email But every oral communication should be followed up with the written communication and in any case where a complaint cannot be made in writing then the presiding officer or any member of the committee shall assist the person in writing the complaint.
In case if an aggrieved person is unable to lodge the complaint then any person having knowledge of the incident or any family member/ relative/ friend or co-worker can lodge the complaint on behalf of him/her. It is the responsibility of the person who receives the complaint to inform the committee members.
ICC can try and settle the situation but monetary compensation is not the basis for settlement. If the aggrieved person is not ready to settle then ICC will inquire into the complaint and both the parties will get a chance to be heard and complete the inquiry within 90 days.
After the inquiry, if the person who committed such an act is found guilty, then corrective action will be taken by the appropriate authority.
WisdmLabs’ Prevention of Sexual Harassment Committee –
| SR. No. | Post of Committee Members | Employee Name | Designation | Mobile Number | E-mail id |
| 1 | Presiding Officer | Namrata Godkar | Head HR | +919920664284 | [email protected] |
| 2 | Member | Foram Rambhiya | Technical Leader | +919769412515 | [email protected] |
| 3 | Member | Dhawal Bargir | Sr. Manager (Products) | +919819412217 | [email protected] |
| 4 | External Member | Rechal Cutinha | Co-Founder of TLS Language School and Clinical Psychologist (in Training) | +917507994504 | [email protected] |
Corrective action includes –
- Formal apology
- Transfer of the person to other department
- Suspension or termination of services of the employee found guilty for such offence
- Counseling
- A written warning to the concerned employee and a copy of it, maintained in his record.
Relief to victims includes –
- Grant leave
- Transfer the victim to any other department where he/she feels safe to work
Prohibition on disclosure of information
This policy and the law prohibits any person including committee Members from publishing, communicating or making known to the public, press and media in any manner, contents of the complaint, the identity and addresses of the aggrieved person, respondent and witnesses, any information relating to conciliation and inquiry proceedings, or recommendations of the committee during the proceedings under the provisions of the Act. Any violation thereto shall also be subject to applicable disciplinary action as outlined in Employee Handbook.
Harassment by individuals outside this policy
If an aggrieved individual brings to the notice of the ICC any instances of sexual harassment where the respondent is not an employee or other individuals covered under this policy, the Management or any person delegated by the Management shall provide assistance to the aggrieved individual, if such aggrieved individual so chooses, to file a complaint with the ICC of the respondent’s employer or under the IPC or any other law for the time being in force, as may be appropriate.
Protection to Complainant
WisdmLabs 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. WisdmLabs 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 and/or produces any forged or misleading document) will be subject to applicable disciplinary action.