Company. 13of 15 
Chairperson of the ICC committee of the Company however if the workplace was that of the third party 
the final decision in case that the committee is unable to come to a conclusion will be taken by the of the 
Chairperson of the ICC committee of the  third party . 12) CONFIDENTIALITY AND PROTECTION AGAINST VICTIMIZATION  
12.1. The Company shall ensure that an Employee who has made the written complaint to the ICC or any 
witness who participates in the investigation of the said Committee or otherwise shall not be treated 
unfairly during the course of his/ her employment. 12.2. If during the course of the investigation the Complainant and the Respondent are working in the 
same team or in the same location, immediate efforts must be made to separate them from the 
location and the team until the completion of the enquiry. At all ti mes it must be the respondent 
who will be asked to either work from home or move to another team and if both these alternatives 
are not possible, the respondent will be put on paid leave until the completion of the enquiry. 12.3. This policy seeks to encourage employees to express freely, responsibly, and in an orderly way 
opinions about any problem or complaints of sexual harassment. Retaliation against persons who 
report or provide information about sexual harassment or behavior that might constitute sexual 
harassment is strictly prohibited. Any act of reprisal, including internal interference, coercion, and 
restraint, by an employee, violates this policy and will result in appropriate disciplinary action. 12.4. The complainant shall not bring frivolous or personal malicious complaints that are mala fide. If it is 
proven and demonstrated through clear and convincing evidence that such complaints were made 
without any case that constitutes harassment, the Company may, on the recommendation of the 
ICC, take disciplinary action may be taken against the person making such a complaint. 13) MISCELLANEOUS 
13.1. The Chairperson of the ICC, Chairperson of the Diversity Council and CHRO of the Company shall, in 
consultation with the ICC, periodically review the provisions of this Policy and its implementation 
(taking into account the practical problems, if any, faced by the ICC and/or the Company in the 
implementation of this Policy). The Company reserves the right to amend the provisions of this 
Policy, from time to time, as it deems fit.