All other relevant information 
10.1.3. The written complaint must be lodged within three months of the occurrence of the alleged 
act   of Sexual and/or Gender Harassment. In the event of a series of incidents, complaints shall 
be made within a period of three months from the date of the last incident. If the complaint is 
oral, the member of the ICC to whom the complaint is made may assist the Complainant to 
make the complaint in writing and the Complainant will sign the same. Nothing contained 
herein shall, however, restrict the ICC from accepting complaints beyond the aforesaid period 
of three months if the ICC shall record their reason for accepting the same in writing. 10.1.4. Each complaint received by the Chairperson of the ICC shall be forwarded to all the other 
members within 2 (two) working days of receipt. The complaint shall be kept confidential at 
this stage. The Chairperson shall then proceed to set up an Enquiry Committee within 4 (four) 
working days from receipt of the complaint, which shall consist of minimum 3 (three) members, 
the majority of whom will be women, where one member is the Independent Member and 
other two members are among the Chairperson and/or Employee Members. The Chairperson 
shall also nominate the Enquiry Committee’s Presiding Officer among the selected 3 (three) 
members and this person is responsible for summarizing  the recordings and report of the 
Enquiry proceedings. 10.1.5. The Enquiry Committee will meet within 7 (seven) working days from the constitution of the 
Enquiry Committee. The Complainant or his/ her representative shall be heard at this meeting 
and the Enquiry Committee shall record the facts based on such a hearing. If the ICC is satisfied 
that there does not exist any prima facie case of Sexual and/or Gender harassment it shall, after 
recording its reasons in writing send a report to the  Chairperson of the ICC with a 
recommendation that no action is required to be taken in the said complaint. 10.1.6. In the event the Enquiry Committee finds a prima facie case of Sexual and/or Gender 
harassment allegedly committed by one or more Employees (the “Respondent”), it shall 
conduct a detailed investigation of the complaint received . The investigations shall be 
completed within 3 months from the date of receipt of the complaint and shall recommend to 
the Chairperson of the ICC after recording its reasons in writing , to take action against the 
Respondent for Sexual and/or Gender Harassment as a misconduct in accordance with the 
provisions of Service Rules and relevant policies of the Company including written apology, 
warning , reprimand, censure, withholding of promotion, withholding of pay increase , 
termination of employment from the Company or undergoing a counselling session any other 
appropriate action. 10.1.7. The Enquiry Committee, before initiating an enquiry, in the event of our request of the 
aggrieved employee, may take steps to settle the matter between Complainant and the 
Respondent through conciliation. 10.1.8. If the complaint is against a Senior Official or a Functional Leader or a Departmental Head or 
the Diversity Council Leader of the Company or against any member of the ICC including