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13.4. It shall be the duty of the Company to read up and acquaint themselves with the issues of Sexual 
and /or Gender harassment and to endeavor to prevent or avoid situations or circumstances, which 
would be likely to create a hostile or offensive environment. 13.5. The Company shall organize workshops, have online training, and awareness programs at regular 
intervals to bring awareness and sensitize the employees on this Policy in line with the Prevention 
of Sexual Harassment of Women in the Workplace Act of 2013 and the Rules there in. 13.6. The ICC members, Human Resource Business Partners or Managers or Leaders may be contacted for 
any queries or clarifications about this Policy, its implementation and the general rights or remedies 
of an Employee under this Policy or otherwise. 13.7. The H uman Resource department owns this policy, and any changes shall be made by them in 
consonance with relevant act of the land and policies of the Company. 13.8. The new Act shall be referred to if some of the provisions/procedures have been missing in this 
policy. 14) COMPLIANCE 
Failure to comply with the provisions of this policy will be considered as a violation of policy and will be 
subject to disciplinary action which may even extend up to termination of services or contract. 15) GENERAL GUIDELINES 
15.1. AAPL retains the discretion to exercise managerial judgment in taking actions necessary to fulfill the 
objectives of this policy. The Company may deviate from these guidelines in exceptional cases  
addressing such circumstances on an individual basis. 15.2. Any exceptions shall be made with the approval of CHRO and CEO. 15.3. AAPL reserves the right to review, amend, supplement, or modify this policy at its sole discretion, 
without prior notice, at any time deemed appropriate. -----------------------------------END OF POLICY----------------------------------