1. Objective & Purpose

Indian Heart Association is committed to providing a safe work environment that is free from harassment, discrimination, and fear. In compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ("PoSH Act"), we have established a robust PoSH policy to ensure that all individuals — employees, volunteers, interns, and partners — can work, learn, and contribute in an environment of dignity and mutual respect.

2. Scope of the Policy

This policy applies to all stakeholders of Indian Heart Association across all state divisions, corporate offices, field campaigns, and digital portals. This includes:

• All full-time, part-time, temporary, contract, or ad-hoc employees
• All registered volunteers and First Responders participating in green campaigns
• All enrolled trainees, students, and internship participants
• All visitors, CSR partners, contractors, and service providers at our offices or campaign sites

The policy covers harassment occurring at the workplace, during official travel, state board meetings, field plantation drives, online training modules, and social events organized under our banner.

3. What Constitutes Sexual Harassment?

Under the PoSH Act, sexual harassment includes any one or more of the following unwelcome acts or behavior (whether directly or by implication):

• Physical contact and advances
• A demand or request for sexual favors
• Making sexually colored remarks
• Showing pornography or offensive visual materials
• Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature

Additionally, the following circumstances, if connected with any act of sexual harassment, may constitute harassment: (a) implied or explicit promise of preferential treatment; (b) implied or explicit threat of detrimental treatment; (c) threat about present or future status; (d) creation of an intimidating or hostile work environment; or (e) humiliating treatment likely to affect health or safety.

4. Internal Complaints Committee (ICC)

Indian Heart Association has constituted an Internal Complaints Committee (ICC) dedicated to resolving complaints of sexual harassment. The ICC is headed by a senior woman Presiding Officer and includes members committed to gender equality and human welfare, including an external independent member from an NGO or legal background.

The ICC is responsible for: (a) receiving and investigating complaints; (b) conducting inquiries adhering to principles of natural justice; (c) recommending disciplinary and corrective actions; and (d) organizing sensitization workshops for staff and volunteers.

5. Redressal & Complaint Procedure

Any aggrieved individual may submit a written complaint to the ICC within three months of the date of the incident (or within three months of the last incident in case of a series of incidents).

1. Submission: Submit the complaint in writing or email to icc@ihajobs.com or in a sealed envelope to the Presiding Officer at our headquarters.
2. Conciliation: Before initiating an inquiry, the ICC may, at the request of the aggrieved individual, take steps to settle the matter through conciliation, provided no monetary settlement is made.
3. Inquiry: If conciliation is not requested or fails, the ICC will conduct a formal inquiry. Both parties will be given a full and fair opportunity to present their case, submit evidence, and call witnesses. The inquiry will be completed within 90 days.
4. Report & Action: The ICC will submit its inquiry report to the Governing Board within 10 days of completion. If allegations are proved, recommended actions may include written warnings, suspension, termination of service/membership, or referral to law enforcement.

6. Confidentiality & Anti-Retaliation

All complaints, inquiries, proceedings, and records will be kept strictly confidential. The identity of the complainant, respondent, and witnesses will not be published or disclosed to the public or media.

Indian Heart Association guarantees protection against retaliation. No individual will be penalized, demoted, or subjected to any hostile behavior for reporting harassment in good faith or assisting in an investigation.

7. Malicious or False Complaints

To prevent misuse of this policy, appropriate action will be taken against any individual who registers a complaint falsely or with malicious intent, or produces forged documents. However, an inability to substantiate a complaint or lack of sufficient evidence does not imply malicious intent.