POSH Policy

1. Our commitment

Farmson Biotech Private Limited follows the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and its Rules (the POSH Act), and international practice on the prevention of sexual exploitation, abuse and harassment (PSEAH). We take every complaint seriously, act on it promptly and protect the people who raise it.

2. Who and where it covers

• Employees at every level, whether permanent, temporary, on probation, trainees, interns or on contract.
• Contracted seed growers, field and farm labourers, harvest and processing workers, vendors, consultants and visitors.
• Our office and seed plant, contract production fields, warehouses, vehicles provided by the company, trade fairs, customer and grower visits, work travel and lodging, and work-related phone calls, messages and social media.

The legal remedies under the POSH Act are for women. Farmson applies the same standards and disciplinary process to harassment of any person, whatever their gender.

3. What counts as harassment

Sexual harassment is any unwelcome act or behaviour, directly or by implication, such as physical contact and advances; a demand or request for sexual favours; sexually coloured remarks; showing pornography; or any other unwelcome physical, verbal or non-verbal conduct of a sexual nature. It includes implied or explicit promises of preferential treatment or threats of detrimental treatment in employment, and creating an intimidating, hostile or offensive work environment.

Sexual exploitation is the abuse of power, position or trust for sexual purposes, for example offering work, wages, inputs or seed contracts in exchange for sexual favours. Sexual abuse is actual or threatened physical intrusion of a sexual nature, by force or under unequal conditions.

4. Expected conduct

• Keep professional boundaries with colleagues, growers, workers and customers, and respect personal dignity, gender equality and local culture.
• Never use authority over jobs, wages, contracts, inputs or payments for personal or sexual gain.
• Never retaliate against anyone who complains or gives evidence.
• Report harassment you see or hear about. Supervisors who receive a report must pass it to the committee at once.

5. Complaints committee

Where the company has ten or more employees, it constitutes an Internal Committee under the POSH Act, with:

• a Presiding Officer, who is a woman employed at a senior level;
• at least two employee members committed to the cause of women or with legal or social work experience;
• one external member from an NGO or association committed to the cause of women, or a person familiar with sexual harassment issues.

At least half the members are women, and members serve for up to three years. The names and phone numbers of the current members are displayed at our office and plant. Where the company has fewer than ten employees, or the complaint is against the employer, complaints are made to the Local Committee constituted by the District Officer, Bharuch.

The POSH contact receives complaints in confidence and makes sure each one reaches the Internal Committee or the Local Committee without delay. You may also go to the Local Committee, Bharuch directly.

6. How to complain

• Make the complaint in writing to the Presiding Officer of the committee within three months of the incident, or of the last incident in a series. The committee can extend this by a further three months for good reason.
• If you cannot write it yourself, any committee member will help you put it in writing. A relative, friend, co-worker or other person allowed under the Rules may complain on your behalf if you are unable to.
• Email it to vvdonga@farmsonbiotech.com or hand it over in a sealed envelope marked "Confidential - POSH complaint". You can also give it to any committee member in person.

7. Conciliation and inquiry

• Before an inquiry, the committee may try to settle the matter through conciliation, only if you ask for it. No money settlement can be the basis of conciliation.
• Otherwise the committee holds an inquiry, giving both sides a fair chance to be heard and to present evidence and witnesses, and completes it within 90 days.
• During the inquiry, on your request, the committee may recommend interim relief, such as transferring you or the respondent, or granting you leave.
• The committee gives its report to the employer within 10 days of finishing the inquiry, and the employer acts on it within 60 days.

8. Outcomes and appeal

Depending on the findings and how serious the conduct is, action can include a written apology, warning, withholding of promotion or increment, counselling or community service, suspension, termination of employment, ending a grower, vendor or service contract, deduction of compensation from wages as the Act provides, and reporting to the police where the conduct is an offence. Either party may appeal against the recommendations within 90 days as provided under the POSH Act.

9. Confidentiality and protection

• The identity of the complainant, respondent and witnesses, and the details of the inquiry and its outcome, are kept confidential as the Act requires.
• Anyone who retaliates against a complainant, witness or committee member faces disciplinary action.
• A complaint that cannot be proved is not a false complaint. Action is taken only where a complaint is found to be knowingly false or malicious.

10. Awareness and review

We display this policy and the committee's contact details at our premises, brief new employees and field supervisors on it, run awareness sessions for employees and field workers, and file the annual report required under the Act. This policy is reviewed every year, or sooner if the law changes.