10.2.8. In the event the Enquiry Committee concludes from the Report and further explanations (if 
any) that an offence of Sexual and/or Gender harassment, has been committed or has occurred, 
or that the complaint made by the Complainant is false (for reasons/ rationale to be recorded 
in writing in each instance thereon), the Presiding Officer of the Enquiry Committee shall 
forward the Report alo ng with the Findings and recommendation of disciplinary actions to 
Chairperson of the ICC, within  (30) working days from the date of receipt of feedback from 
Complainant / Respondent. 10.2.9. The Enquiry Committee will conduct the enquiry in the procedure available for Enquiry by a 
civil court and shall maintain full confidentiality of the identity of the Complainant, the 
Respondent, and the witnesses. 10.2.10. The Chairperson of the ICC will review the recommendations and Report by the Enquiry 
Committee and forward the same to the CHRO who will decide the Final action based on the 
Service Rules and relevant policies of the Company and forward the same to the  Presiding 
Officer of the Enquiry Committee within 7 (Seven) working days from the date of receipt of the 
Report and Findings from the Enquiry Committee. 10.2.11. The Presiding Officer of the Enquiry Committee shall, within 3 (three) working days from the 
receipt of the Final Judgement , forward copies of the Report along with conclusions and 
recommendations to the Respondent or to the Complainant (as the case may be) directing the 
Respondent or the Complainant (as the case may be) to show cause, within 3 (three) working 
days of receipt  of such Show Cause Notice along with the recommendations, as to why the 
proposed punishment should not be taken against the Respondent /Complainant by the ICC. 10.3. Disciplinary Action 
10.3.1. Within 15 days (fifteen) working days from receipt of response , the Presiding Officer of the 
Enquiry Committee along with other members shall review the explanations (if any) furnished 
by the Respondent or the  Aggrieved person/ Complainant and shall recommend the FINAL 
disciplinary action, if any, to be initiated against the Respondent or Complainant (as the case 
may be), to the Chairperson of the ICC 
10.3.2. The Chairperson of the ICC will forward their recommendation to the CHRO for  approval and 
implementation of the same not later than 7 (seven) working days from receipt. 11) THIRD PARTY HARASSEMENT 
In case of any complaints of Sexual and/or Gender Harassment committed by any third party (not being 
an Employee), the ICC shall actively assist and provide all its resources to the Complainant in pursuing 
the complaint and ensuring his/ her safety in the Company premises during the course of his/ her work 
for the Company on all working days and in case of any special work being conducted on holidays. The 
Third party and the Company will hold a Joint ICC committee to enquire about the complaint and if the 
offence occurred in the workplace of the Company the final decision will be taken by the of the