8.4. It is further clarified that the making of any patently false or malicious allegation(s) about Sexual and 
Gender Harassment by any Employee(s) of the Company towards another Employee(s) at workplace 
or against any third party by producing any forged or misleading document would also constitute 
“Misconduct” and shall be liable to disciplinary proceedings and penalties in accordance with this 
Policy and the applicable policy of the Company. 9) INTERNAL COMPLAINTS COMMITTEE (ICC) 
9.1. Composition of ICC:  The Company shall constitute an ICC, which would deal with all complaints and 
allegations of Sexual and Gender Harassment at workplace. The ICC shall consist of the following 
members nominated by the employer, namely: 
9.1.1. A Chairperson, who shall be a person employed at a senior level at workplace from amongst  
employees, provided that in case a senior level person employee is not available, the Chairper-
son shall be nominated from among women from other offices or entities within AAPL, India. 9.1.2. A minimum of two  members from each major Business unit selected from amongst senior 
employees committed to the cause of the women who have had experience in leading teams 
and have an impartial and non-judgmental outlook to life. 9.1.3. One member from amongst non -governmental organisations or associations (“Independent 
Member”) committed to the Women related issues with social work or legal knowledge, familiar 
with issues relating to Sexual and Gender harassment. The members appointed from amongst 
the non-governmental organisations or associations shall be paid fees or allowances for holding 
the proceedings of the Internal Complaints Committee by the employer. 9.1.4. One-half of the total members so nominated shall be women. 9.1.5. The names of the Committee members of the ICC along with their contact details shall be 
prominently displayed, from time to time, on the notice boards(s) of the Company at each of its 
offices/premises across the facility or made available with hassle free access to all employees. The Company shall also regularly and promptly notify (in the aforesaid manner) any changes in 
the constitution of the ICC, or to the contact details of the members of the ICC. The Policy on 
Sexual and Gender Harassment needs to be displayed in a conspicuous place in all the branches 
and all intranet access of the workplace or made easily accessible to all employees.