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Child Protection Policy


1. Policy statement

We, the staff, coaches and volunteers of Slum Soccer/ Krida Vikas Sanstha (SS/KVS) have a duty to safeguard all children involved in Slum Soccer/ Krida Vikas Sanstha projects and programs from harm and abuse. We will ensure the safety and protection of all these children through adherence to prescribed guidelines, which, inter-alia, take into account the needs of disabled children and others who may be particularly vulnerable.

Under this policy, Slum Soccer/ Krida Vikas Sanstha defines a child as every human being below the age of eighteen years unless under the law applicable to the child, majority is attained earlier.(UN Convention on the Rights of the Child 1989)

Through this policy, Slum Soccer/ Krida Vikas Sanstha recognizes that:

  • We have a fundamental duty of care towards all children we engage with, including a duty to protect them from harm and/or abuse.
  • The care and welfare of the child is paramount
  • All children, whatever their age, culture, disability, gender, language, racial origin religious beliefs and/or sexual identity have the right to protection from all types of harm and/or abuse including physical, sexual or emotional and bullying.
  • Bullying is a category of abuse and bullying of any kind is not acceptable.
  • All suspicions and allegations of abuse and poor practice have to be and will be taken seriously and responded to swiftly and appropriately by staff, coaches and volunteers
  • All staff, coaches and volunteers working in Slum Soccer/ Krida Vikas Sanstha have a responsibility to report concerns to the appropriate officer without loss of time.


2. Policy aims and objectives:

The aim of the Slum Soccer/ Krida Vikas Sanstha Child Protection Policy is to observe zero tolerance for child abuse and promote good practice by:

  • Providing children with appropriate safety and protection from abuse whilst in the care of Slum Soccer/ Krida Vikas Sanstha
  • Encouraging adult, parent, youth participant or child to inform Child Protection Officer (CPO) of SS/KVS or any of its staff, coaches and volunteers in case they have any concerns regarding the welfare or safety of any youth participant or child AND/OR regarding the actions or behavior of any Slum Soccer/ Krida Vikas Sanstha staff, coaches and volunteers.
  • Making it mandatory for all staff, coaches and volunteers of Slum Soccer / Krida Vikas Sanstha to make informed and confident responses to specific child protection issues.


3. Slum Soccer/ Krida Vikas Sanstha’s commitment:

SS is committed to

  • Valuing, respecting and listening to children
  • Making background checks when recruiting staff, coaches and volunteers  
  • Maintaining strong child protection systems and procedures for staff, coaches and volunteers  
  • Training our staff, coaches and volunteers towards providing a common understanding of child protection issues
  • Sharing information about child protection and good practices with children and parents/guardians
  • Sharing information about child protection concerns with agencies who need to know, and involving parents and children appropriately
  • Implementing this policy and ensuring that it is communicated and understood by all concerned.


4. What is Child Abuse?

Under this policy, and in line with WHO definition, child abuse is defined as "all forms of physical and/or emotional ill-treatment, sexual abuse, neglect or negligent treatment or commercial or other exploitation, resulting in actual or potential harm to the child's health, survival, development or dignity in the context of a relationship of responsibility, trust or power.”

Child Abuse is damage or trauma to a child for which there is no “reasonable explanation”. Child Abuse includes non-accidental physical injury, neglect, sexual molestation and emotional abuse.


5. Risk Mitigation:

Risk Mitigation Guidelines, as prescribed, should be followed by Slum Soccer at Organisational level and by individual staff/ coaches/ volunteers before or during conducting any event/ tournament/ function/ training workshop/Fest etc.


6. Promoting good practice

Child abuse, particularly sexual abuse, can impact the child’s physical, social, psychological and mental health. It is important to understand these feelings and not allow them to interfere with judgment of SS staff, coaches and volunteers about the appropriate action to be taken.

Abuse can occur within many situations including the home, school and the sporting environment. It is, therefore, incumbent on coach, instructor, teacher, official or volunteer, who have regular contact with children and therefore are an important link, to report all suspicious cases of poor practice as well as suspected cases where children need protection. All should be reported.

The Slum Soccer/ Krida Vikas Sanstha staff, coaches and volunteers must report all such cases and concerns following the guidelines in this regard to ensure the child receives the required support.

All staff, coaches and volunteers are encouraged to demonstrate exemplary behavior in order to promote children’s welfare and reduce the likelihood of incidents of child abuse. There should be a constant endeavor to create a positive environment and culture by adopting good practices and prohibiting bad practices.


7. Reporting /Recording of incidents:

If any of the following occur, the staff, coaches and volunteers should report this immediately to the Slum Soccer Child Protection Officer and record the incident. They should also ensure that the parents/teachers of the child are informed immediately:

  • if a player/ program participant gets hurt during any event or coaching/program/tournament
  • if he/she appears distressed or traumatized in any manner
  • if a child appears abnormally quiet/ uncommunicative.
  • if a child appears to be sexually disturbed by your actions
  • if a child appears to misunderstand or misinterpret something you have done.
  • if suspected child abuse or  other types of child protection concerns come to your notice


8. Use of photographic/filming equipment at sporting events

There is evidence that some people have used sporting events as an opportunity to take inappropriate photographs or film footage of young and disabled sportspeople in vulnerable positions. All staff, coaches and volunteers should be vigilant and any concerns should to be reported to the Child Protection Officer.

Videoing as a coaching aid: there is no intention to prevent coaches and teachers from using video equipment as a legitimate coaching aid. However, performers and their parents/carers should be made aware that this is part of the coaching program.


9. Training of staff, coaches and volunteers

The safeguarding process includes training to help staff, coaches and volunteers to:

  • Analyze their own practices against established good practices with a view to prevent being misunderstood as abuse or inappropriate.
  • Recognize their responsibilities and report any concerns about suspected poor practice or possible abuse.
  • Respond to concerns expressed by a child.
  • Work safely with children.

Slum Soccer/ Krida Vikas Sanstha requires:

  • All staff, coaches and volunteers to attend a formal good practice and child protection awareness training workshop, to ensure their actions are ethical and to facilitate the development of a positive culture towards good practice and child protection.
  • Relevant personnel to gain first aid training (where necessary).


10. Responding to allegations or suspicions

It is the responsibility of everyone working in Slum Soccer/ Krida Vikas Sanstha to act on any concerns regarding abuse by reporting these to the Child Protection Officer. However deciding or judging the merits of the concern may be avoided.

Slum Soccer/ Krida Vikas Sanstha will assure all staff, coaches and volunteers that it will fully support and protect anyone, who in good faith reports his or her concern that a child is being abused.

Where there is a complaint against a member of staff, coaches and volunteers there may be three types of investigation:

  • a criminal investigation
  • a child protection investigation
  • a disciplinary or misconduct investigation.

The results of the police and child protection investigation may well influence and inform the disciplinary investigation, but all available information will be used to reach a decision.


11. Reporting concerns about poor practice

If, following consideration, the allegation is about poor practice, the designated Child Protection Officer will deal with it as a misconduct issue.

If the allegation is about poor practice by the Slum Soccer/ Krida Vikas Sanstha’s Child Protection Officer, or if the matter has been handled inadequately and concerns remain, it should be reported to the CEO who will decide how to deal with the allegation and whether or not to initiate disciplinary proceedings.


12. Reporting concerns about suspected abuse

Any suspicion that a child has been abused either by a member of staff, coaches and volunteers or any other person should be reported to the Slum Soccer/ Krida Vikas Sanstha Child Protection Officer, who will take such steps as considered necessary to ensure the safety of the child in question and any other child who may be at risk. The parents or carers of the child will be contacted as soon as possible.

The Slum Soccer/ Krida Vikas Sanstha Child Protection Officer shall refer the allegation to the social DCPU (District Child Protection Unit) department and the concerned police authorities.

The Slum Soccer/ Krida Vikas Sanstha Child Protection Officer should also notify the CEO who in turn will inform who will deal with any media enquiries.

If the Slum Soccer/ Krida Vikas Sanstha Child Protection Officer is the subject of the suspicion/allegation, the report must be made to the CEO who will refer the allegation to DCPU.


13. Confidentiality

Every effort should be made to ensure that confidentiality is maintained for dismantling information to all the stakeholders. This includes the following people:

  • the parents of the person who is alleged to have been abused
  • the child making the allegation
  • DCPU/Police

The Child Protection Officer will seek the advice of DCPU on further course of action regarding the alleged abuser or the parents of the abused child.

Information should be stored in a secure place with limited access to designated people.


14. Enquiries and further action

Internal enquiries and possible suspension

The Slum Soccer/ Krida Vikas Sanstha Child Protection Officer will take an immediate action to suspend the individual accused of abuse pending further DCPU or police inquiries.

Keeping the welfare of the child should remain of paramount importance throughout.


15. Bullying

Every child has the right to experience sport in a safe environment free from abuse and bullying.Slum Soccer/ Krida Vikas Sanstha will endeavor to create a positive ethos that challenges bullying by empowering children to understand the impact of bullying, how best to deal with it and by implementing appropriate standard of behavior amongst all the children.


16. Reporting of concerns by persons outside the organization environment (e.g. a parent or carer)

Any concerns or incident related to Child Abuse and/or Child Protection Policy may please be reported to Slum Soccer’s Child Protection Officer at mahima.b@slumsoccer.org  by email or by telephone call on 0712 2556865 between 10:00 am to 5:00pm on working days


17. Child Protection Group at Slum Soccer:

A Child Protection Group has been constituted at Slum Soccer/ Krida Vikas Sanstha under the Child Protection Officer (CPO) to assist the CPO in relevant matters. Presently, the group comprises:

  1. Devika Sen
  2. Shiba Markus
  3. Devang Chhaya
  4. Swati Telrandhe

This Policy is approved by the CEO of Slum Soccer Mr. Abhijeet Barse on 20/12/2017 effective from 01/01/2018.

Contact: Ms. Mahima B : +91 9860311400 Email Id- mahima.b@slumsoccer.org 


Sustainability Strategy

Ushering social change is a complex and multifaceted process that requires consistent and sustained efforts. Therefore, sustainability is crucial for Slum Soccer to ensure the long-term effectiveness and impact of its social development programs targeted on underprivileged and marginalized communities. Below is Slum Soccer's bespoke, multi- pronged Sustainability Strategy encompassing various facets essential for its sustainability:


Mission and Values Alignment:

Align sustainability initiatives with Slum Soccer's core mission of using sports for social development and empowerment. Ensure that sustainability efforts reflect the organization's values and commitment to make a meaningful difference in the lives of its interventional communities.


Needs Assessment and Stakeholder Engagement:

Conduct a thorough needs assessment to understand the specific needs and challenges of interventional communities Nurture relationships with local communities to ensure that programs dovetail with their culture and values Promote community ownership by involving community leaders and influencers and encouraging their active contribution in design and tacit involvement in implementation of Slum Soccer programs.


Build Partnerships and Nurture relationships:

Build mutually beneficial partnerships with leading Sports For Development organizations both locally and globally to share best practices and resources Establish partnerships with local businesses, educational institutions, and community organizations to enhance support and resources for programs. Strengthen cooperation and collaboration with local government bodies to obtain necessary permissions and support.


Diversify Funding Sources:

Develop and implement a diversified funding strategy to reduce dependence on a limited number of sponsors/ funding sources. Explore partnerships with corporate sponsors, organize fundraising events, and apply for grants to secure a stable financial base.


Diversify Activities, Product Offerings and Services

Create additional income streams by diversifying into new areas/ activities that resonate with the Vision and core values of Slum Soccer. Minimize dependence on fund raising. Develop and market projects and program that will not only help build a sustainable revenue stream for Slum Soccer programs but also provide financial help to the program beneficiaries.


Impact Measurement and Reporting:

Implement a robust monitoring and evaluation system to measure the social impact of Slum Soccer's programs. Regularly report on key performance indicators and success stories to demonstrate the organization's effectiveness to the stakeholders.


Establish Slum Soccer Brand:

Leverage social media to disseminate the successes and achievements of Slum Soccer and establish Slum Soccer as a trustworthy, credible and authentic international brand.


Capacity Building and Human Resource Development:

Invest in continuous training and capacity-building programs for Slum Soccer staff, coaches, volunteers and community leaders. Empower participants with life skills, upgrade their knowledge base and provide them with tools for personal and professional development and growth beyond their field of operation.


Sustainable Program Design:

Develop and programs that are inclusive, embrace and celebrate diversity and are adaptable to different cultural contexts, community needs and abilities. Integrate environmentally sustainable practices in program design; Promote eco-friendly initiatives; Enhance awareness regarding Climate Change among staff, coaches and participants.


Digital Innovation and Technology Integration:

Leverage technology for program delivery, participant engagement, and monitoring. Explore digital platforms for educational content, remote coaching, and virtual events to enhance program accessibility and effectiveness.


Advocacy and Community Awareness:

Support and highlight the rights of marginalized and underserved interventional communities. Advocate for change in laws and policies to enable them to claim their rights and access equal opportunities. Conduct community awareness campaigns to catalyze social change, promote inclusivity and enhance communal peace and harmony. Advocate for recognition of the role of sports in the formal education system for holistic development of children and youth.


Continuous Learning and Adaptation:

Foster a culture of continuous learning and improvement within the organization. Develop and implement effective feedback systems within the participants, teachers, parents and other stakeholders Regularly review to improve programs and adapt sustainability strategies based on feedback, changing community dynamics, and emerging trends.


Risk Management Readiness and Resilience:

Develop organizational risk management strategy to address foreseen risks an unforeseen challenges Inculcate and institutionalize organizational resilience. Establish contingency funds and crisis response mechanisms to respond to emergencies or disruptions effectively.


Institutional Sustainability:

Retain experienced employees. Minimize employee turnover by maintaining a committed, motivated and satisfied workforce by offering competitive compensation backed by a safe, learning environment that offers personal and professional growth avenues. Develop a strong volunteer base Build robust organizational policies and procedures to ensure smooth and uniform functioning of the organization.


Programmatic Sustainability:

Develop programs that incorporate elements of developing leadership amongst the participants, imparting transferable, replicable and scalable program knowledge and delivery skills, involvement of community and local institutions as well as propagating the benefits and positive impact of the programs. This will result in inculcating ownership of the program amongst the beneficiaries and stakeholders that would lead to sustaining the organization's projects and programs beyond termination of their primary funding. With these elements embedded in its Sustainability Strategy, Slum Soccer is well set to safeguard its financial vulnerability and ensure the organization's long-term viability. This, in turn, will enhance its effectiveness and efficiency in creating a lasting positive change, promoting social inclusion and improving the lives of the marginalized and disadvantaged population as well as those with disabilities.



This policy on prevention, prohibition,redressal of sexual harassment of women at work place sates the internal policy of the Krida Vikas Sanstha - Slum Soccer (SS)with regard to the definition, prohibition , prevention and redressal of sexual harassment of women at its workplaces. The names and contact details of the current members of the Internal Complaints Committee (ICC) are given below.
Internal Complaints Committee

E-mail: icc@slumsoccer.org

Name SS Designation Location E-mail
Mahima Barse HR Head Nagpur Presiding Officer mahima.b@slumsoccer.org
Devang Chayya Project Lead Nagpur Member devang.chayya@slumsoccer.org
Sajid Jamal Project Manager Nagpur Member sajid.jamal@slumsoccer.org
Shivani Chaudhary Project Lead Nagpur Member shivani.chaudhary@slumsoccer.org


Policy on prevention, prohibition & redressal of sexual harassment of women at work place

1. Preliminary

1.1 This Policy states the internal policy of the Slum Soccer ("SS") with regard to the definition, prohibition, prevention, and redressal of sexual harassment of women at its workplace.

1.2 SS is committed to creating and maintaining a safe, secure and comfortable workplace, free from impropriety, indignity and fear, for all persons at its workplace.
Accordingly, SS requires all members to undergo anti-sexual harassment training. SS shall ensure that its management and staff remain attentive and responsive to the issue of sexual harassment at the workplace; and, that other persons (interns, consultants, volunteers etc.) who are granted access to SS' workplace are made aware of this Policy.
Further, the SS Internal Complaints Committee (ICC) is empowered to investigate complaints or allegations of sexual harassment and address them in a timely, impartial and sensitive manner.

1.3 This Policy is without prejudice to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 that was enacted into law on April 22, 2013. Sexual harassment of women, within or outside a workplace, is further defined and criminalized under section 354A of the Indian Penal Code, 1860.


2. What is Sexual Harassment?

2.1. For the purposes of this Policy, sexual harassment, includes any one or more of the following unwelcome acts or behaviour, whether directly or by implication, committed in person, on print, or via computer, phone, or other media:
1. physical contact and advances
2. a demand or request for sexual favours;
3. making obscene/ sexually coloured remarks
4. showing pornography
5. any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

2.2. Further, occurrence of any of the following circumstances in relation to any sexually determined act or behaviour amounts to sexual harassment:
1. implied or explicit promise of preferential or detrimental treatment in employment;
2. implied or explicit threat about present or future employment status;
3. interference with the person's work or creating an intimidating or offensive or hostile work environment; or
4. humiliating treatment likely to affect the person's health or safety.
5. repeatedly asking to socialize during off-duty hours or continued expressions of sexual/ romantic interest against a person's wishes;
6. deprecatory comments, conduct or any such behaviour based on the gender identity or sexual orientation of a person;
7. voyeurism; or
8. stalking;

2.3. If in pursuit of a legitimate professional objective or in the ordinary course of work, it is necessary to carry out any activity, including discussion, viewing, reading or other handling of issues or material related to sex, sexuality, pornography or other activities of a sexual nature, such activity will not amount to sexual harassment provided that care is taken to ensure that such activity is carried out in a professional, respectful and dignified manner.

2.4. It should be noted that the allegation of sexual harassment depends on the experience of the aggrieved person, and not on the intentions of the respondent.


3. Who may Complain of Sexual Harassment?

3.1. SS shall entertain complaints of sexual harassment from any member of SS and third parties, whether contractually employed at SS or not, who alleges to have been subject to an act of sexual harassment while at SS' workplace. For the purposes of this policy, the aggrieved person means the complainant.

3.2. Members may include any person engaged by SS for any work, whether of regular, temporary or ad hoc basis, either directly or through an agent, including a contractor, with or without the knowledge of the principal employer, whether for remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied and includes a co- worker, a contract worker, probationer, trainee, intern or apprentice.
Accordingly, employees, whether on probation or permanent; staff; fellows; volunteers; consultants; interns; board and society members are included as members of SS.

3.3. SS' workplace includes its offices in Civil Lines & Bokhara in Nagpur District as well as any place where the members visit in connection with his/her work, during the course of employment and/or arising out of engagement with SS, including transportation provided for undertaking work.


4. Internal Complaints Committee (ICC)

4.1. SS has constituted an Internal Complaints Committee ("ICC"), which serves its offices in Civil Lines & Bokhara in Nagpur District.

Name SS Designation Location E-mail
Mahima Barse HR Head Nagpur Presiding Officer mahima.b@slumsoccer.org
Devang Chayya Project Lead Nagpur Member devang.chayya@slumsoccer.org
Sajid Jamal Project Manager Nagpur Member sajid.jamal@slumsoccer.org
Shivani Chaudhary Project Lead Nagpur Member shivani.chaudhary@slumsoccer.org


How to Make a Complaint of Sexual Harassment?

5.1. A woman who alleges to have been subject to an act of sexual harassment may prefer a complaint, in writing, to any member of the ICC, the woman may email the complaint to the ICC at icc@slumsoccer.org. or the complaint can be submitted to Mr. Abhijeet Barse, CEO, SS (abhijeet.barse@slumsoccer.org) who shall forward the complaint to the ICC
(Note: Woman would mean Woman as well as Trans-Woman)

1. The complaint should be made within a period of 3 months from the date of incident and in case of a series of incidents, within a period of 3 months from the date of last incident:
Provided that where such complaint cannot be made in writing, the Presiding Officer or any member of the ICC shall render all reasonable assistance to the person for making the complaint in writing:
Provided further that the ICC may, for the reasons to be recorded in writing, extend the time limit not exceeding 3 months, if it is satisfied that the circumstances were such which prevented the person from filing a complaint within the said period.
2. Where the aggrieved woman is unable to make a complaint on account of her physical or mental incapacity or death or otherwise, her legal heir, relative, friend, co-worker, or any person having the knowledge of the incident may make a complaint to the ICC or Mr. Abhijeet Barse (CEO, SS).
The ICC shall, in receiving, conducting inquiries into, disposing of, and otherwise handling, complaints, adhere to the procedure below, in proper compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

5.2. Receiving the Complaint

1. The Presiding Officer of the ICC shall take cognizance of the complaint at the earliest and in normal course, within 7 days of receiving the complaint. A complete copy of the complaint and other supporting documents, including evidence and statements of witnesses shall be sent to the respondent within 10 days of receiving the complaint.
2. Upon receiving a copy of the complaint, the respondent shall file his/her reply to the complaint, along with supporting documents within a period of 10 days. A complete copy of the reply and the supporting documents, including evidence and statements of witnesses shall be sent to the aggrieved person within 10 days of receiving the reply from respondent.

5.2.1. Resolution through Conciliation

1. Once the complaint and reply are received, before initiating the inquiry, the ICC may at the request of the aggrieved woman, take steps to settle the matter between her and respondent through conciliation.
2. A request for conciliation should be made by the aggrieved woman within 7 days of receipt of reply from the respondent.
3. It should be made clear to all parties that conciliation in itself doesn't necessarily mean acceptance of complaint by the respondent. It is a practical mechanism through which issues are resolved or misunderstandings cleared.
4. In case a settlement is arrived at, the ICC will record & report the same to the employer for taking appropriate action. If conciliation fails and/or no settlement is reached between the parties, the ICC shall proceed to conduct a formal inquiry into the complaint.
5. The ICC shall provide copies of the settlement to aggrieved person & respondent. Once the action is implemented, no further inquiry is conducted.
6. If the respondent and/or employer fail to implement the terms of the settlement within a reasonable period, the aggrieved woman may request the ICC to conduct a formal inquiry into the complaint. The ICC shall proceed with making a formal inquiry within 7 days of receiving such notice/ request.

5.2.2 Conducting a Formal Investigation

1. The ICC shall conduct a prompt, thorough and impartial investigation of a complaint as necessary and appropriate, in accordance with the principles of natural justice.
2. Upon receipt of a complaint, the Presiding Officer and atleast two members shall at a meeting specially convened for this purpose, constitute from amongst its members a quorum of at least three members known as the Inquiry Committee to examine, enquire, investigate and prepare a report. The Inquiry Committee shall be notified to the parties prior to commencement of the investigation and hearings, and will not be changed throughout the process. Majority of the members of the Inquiry Committee shall be women.
3. The Inquiry Committee shall be subject to the following rules:
  1. Members must recuse themselves from the process if a conflict of interest or prejudice concerning the matter is demonstrated.
  2. Any member of the ICC, employer, aggrieved party or accused, with reasonable knowledge of the existence of a member's conflict of interest or prejudice may submit an application for change of quorum.
  3. The employer in consultation with the remainder of the ICC will decide on the request for change of quorum.
4. Both parties shall be given the opportunity to appear before the Inquiry Committee and present their case and/or submit names of any witnesses or documentary evidence substantiating their case.
5. The Inquiry Committee shall have the power to call upon any such witnesses and record their statements. The proceedings shall be conducted in such language as may be familiar to the aggrieved person and the respondent.
6. Except exceptional circumstances, the aggrieved person and respondent should inform the Inquiry Committee in writing at least 24 hours in advance of the hearing the names of any witnesses he/she wishes to testify. Any information shared during a hearing is confidential.
7. A aggrieved person or respondent shall not question each other or other witnesses directly but may raise questions to be asked of that party through the Inquiry Committee, which will determine whether to ask them.
8. The minutes of the proceedings shall be recorded in English and where the aggrieved person or the respondent is not conversant with English, in addition, in such language as may be familiar to them.
9. If a party is not present for more than 3 consecutive hearings, without sufficient cause, the Inquiry Committee may, after giving that party a notice of 10 days, give an ex parte decision on the complaint.
10. The Inquiry Committee shall complete its investigation within 90 days of a complaint of sexual harassment.
11. The Inquiry Report of the Inquiry Committee, including its decision and recommendations, and reasons for arriving at such decision, shall be communicated to the concerned parties and the employer, in writing, at the earliest and in any case within 10 days of completion of the investigation.
12. Notification of the decision and the reasons shall be individually given to the respondent and the aggrieved person on the same day.
13. If the allegations against the respondent are proved to be true, the Inquiry Committee shall also recommend the penalties or corrective action that may be taken against him/her to the employer.
14. The employer shall act on the recommendation of the Inquiry Committee within a period of 60 days from the date of the receipt of the Inquiry Report, unless an appeal against the findings is filed within that period by either party.

5.3. Interim Relief

1. During the pendency of the of the inquiry, on a written request made by the aggrieved person, the Inquiry Committee may recommend to the employer to:

  1. 1. Transfer the aggrieved woman or the respondent to any other workplace; or
  2. 2. Grant leave to the aggrieved woman, for a period of upto 3 months, in addition to the leave she would be otherwise entitled; or
  3. 3. Prevent the respondent and/or employer from assessing aggrieved woman's work performance; or
  4. 4. Grant such other relief as may be appropriate.
Once the recommendations of interim relief are implemented, the employer will inform the ICC regarding the same.

5.4. Malicious Allegations

1. Where the Inquiry Committee arrives at the conclusion that the allegation against the respondent is malicious, or the aggrieved party or any other person making the complaint has made the complaint knowing it to be false or the aggrieved person or any other person making the complaint has produced any forged or misleading document, it may recommend to the employer to take action against the aggrieved person or the person making the complaint.
While deciding malicious intent, the Inquiry Committee should consider that mere inability to substantiate a complaint need not mean malicious intent. Malicious intent must be clearly established through a separate inquiry.

5.5. Confidentiality

1. The identity of the aggrieved woman, respondent, witnesses, any information relating to conciliation and inquiry proceedings, recommendations of the ICC / Inquiry Committee, and action taken by the employer are considered as confidential material, and not published or made known to public or media.
Any person contravening the confidentiality clause is subject to disciplinary action as prescribed in the Sexual Harassment of Women at Workplace Act, 2013, wherever applicable.

5.6. Appeal

1. Any party not satisfied or further aggrieved by the decision of the ICC or by the recommendations made by the ICC or the implementation or non-implementation of such recommendations, may prefer an appeal to the appellate authority in accordance with the Sexual Harassment of Women at Workplace Act, 2013, within 90 days of the recommendations being communicated, wherever applicable.

In case of any provisions of this policy conveys a meaning or gets interpreted in a manner that is in conflict with the provisions of Sexual Harassment of Women at Workplace Act, 2013 , the provisions of the Act will prevail.