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5.4.2. Non-Verbal Harassment: Inappropriate gestures or facial expressions, Staring or leering,  
sending offensive messages, emails, or images, physical violence or threats based on Gender. 5.4.3. Exclusion or Marginalization: Ignoring or sidelining someone because of their Gender,  
assigning stereotypical tasks or denying opportunities based on Gender, undermining or  
questioning someone's competence because of their Gender. 5.5. The following circumstances, among other circumstances, if it occurs or is present in relation to, or 
connected with any act or behaviour of Sexual harassment, may amount to Sexual harassment: 
 
5.6.1 Implied or explicit promise of preferential treatment in their employment or 
5.6.2 Implied or explicit threat of detrimental treatment in their employment or 
5.6.3 Implied or explicit threat about their present or future employment status or 
5.6.4 Interference with their work or creating an intimidating or offensive or hostile work  
environment for their or 
5.6.5 Humiliating treatment likely to affect their health or safety. 5.6. An “Aggrieved person / Complainant” will mean a person of any Gender, person, men and or any 
other Gender at workplace, of any age whether employed or not, who alleges to have been subjected 
to any Sexual harassment by any employee. 5.7. “Respondent” will mean a person against whom the aggrieved person has made a complaint. 5.8. “Committee” will mean Internal Committee constituted by the Employer by an Order in writing. 5.9. “Enquiry Committee” will mean a committee constituted by the Presiding Officer among the mem-
bers of the ICC. 6) RESPONSIBILITIES OF AAPL 
6.1. Provide a safe working environment at the workplace which shall include safety from the persons 
coming into contact at the workplace.