LegalInFieldSports is committed to providing a safe, respectful and dignified workplace for everyone. This policy sets out our zero-tolerance approach to sexual harassment, the framework for raising concerns, and the process by which complaints are addressed - fairly, confidentially, and without fear of reprisal.
Zero Tolerance
Any form of sexual harassment is strictly prohibited.
Confidential
Identities and inquiry details are kept strictly private.
Time-Bound
Inquiries are concluded within 90 days of a complaint.
Objective & Scope
- Objective. To create a secure work environment where all employees are treated with dignity and respect. The organization maintains a zero-tolerance policy towards any form of sexual harassment.
- Scope. This policy applies to all employees - including full-time, part-time, trainees, contractors and consultants - at the workplace, extended workplaces, and during company-sponsored events.
Definition of Sexual Harassment
Sexual harassment includes any one or more of the following unwelcome acts or behaviour, whether directly or by implication:
- Physical contact and advances.
- A demand or request for sexual favours.
- Making sexually coloured remarks or innuendos.
- Showing pornography or other sexually offensive materials.
- Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
- Hostile work environment. Creating an intimidating, hostile or offensive working environment through repeated or severe conduct of a sexual nature.
Internal Committee (IC)
To address complaints, the organization will constitute an Internal Committee (IC) with the following composition:
- The Presiding Officer must be a woman employed at a senior level.
- At least half of the IC members must be women.
- At least one external member familiar with issues relating to sexual harassment will be included.
- IC members will serve a defined term, for example, three years.
Complaint Redressal Process
- Filing a complaint. Any aggrieved person may make a complaint in writing to the IC within three months of the incident. Where the matter is a series of incidents, within three months of the last incident.
- Assistance. If the complainant is unable to submit a written complaint, IC members shall render all reasonable assistance to put the complaint in writing.
- Conciliation. Before initiating an inquiry, the IC may - at the complainant's request - take steps to settle the matter through conciliation. No monetary settlement shall be made as a basis of conciliation.
- Inquiry timeline. If conciliation fails or is not opted for, the IC will conduct an inquiry and submit its findings within 90 days of receiving the complaint.
Action & Penalties
If the respondent is found guilty, the IC may recommend disciplinary action, which may include:
- A written warning, counseling, or community service.
- Withholding of promotion or increments.
- Suspension or termination of employment.
- Deduction from the salary or wages of the respondent to compensate the aggrieved person.
Protection Against Retaliation
The organization strictly prohibits retaliation or victimization against anyone who makes a complaint or participates in an investigation. Any report of retaliation will be treated as a separate disciplinary offence.
Confidentiality
The identity of the complainant, respondent and witnesses - as well as the details of the inquiry - will be kept strictly confidential. The publication or disclosure of this information to the public or press will result in strict disciplinary or legal action.