Purpose:

The purpose of this policy is to create a safe, respectful, and inclusive work environment at GRABS Kitchen Pvt. Ltd. This policy aims to protect all employees, including kitchen staff and office staff, from sexual harassment at the workplace and provide a mechanism for addressing such grievances in an impartial and effective manner.

1. Policy Statement

GRABS Kitchen Pvt. Ltd. is committed to creating a workplace where all individuals are treated with respect and dignity. Sexual harassment, in any form, is strictly prohibited and will not be tolerated. Any violation of this policy will be taken seriously and addressed promptly in accordance with the guidelines laid down by this policy and the applicable law.

2. Scope

This policy is applicable to all employees of GRABS Kitchen Pvt. Ltd., including:

Kitchen staff (chefs, cooks, helpers, delivery personnel, cleaning staff, and other operational staff).

Office staff (administrative, management, and corporate employees).

Third-party contractors, suppliers, visitors, and any other individuals engaged with the company on a contractual or professional basis.

3. Definition of Sexual Harassment

Sexual harassment may include, but is not limited to:

1. Physical Harassment: Unwanted physical contact or advances such as touching, patting, pinching, or brushing against someone’s body.

2. Verbal Harassment: Offensive comments, jokes, or remarks related to a person’s gender, sexual orientation, or appearance. This includes making inappropriate references to someone’s body, attire, or personal life.

3. Non-Verbal Harassment: Leering, staring, displaying offensive materials, or making gestures of a sexual nature.

4. Online Harassment: Sending inappropriate messages, images, or comments through social media, email, or any other digital medium.

5. Quid Pro Quo Harassment: Implied or explicit threats or rewards in exchange for sexual favors.

6. Creating a Hostile Work Environment: Actions or behaviors that create an intimidating, hostile, or offensive work environment for individuals, including unwelcome comments or advances.

4. Responsibilities

4.1. Employees

All employees are responsible for:

• Behaving in a manner that upholds the company’s values of respect and dignity.
• Reporting any incidents of sexual harassment immediately to the designated authority or HR personnel.
• Cooperating fully with any investigation undertaken by the Internal Complaints Committee (ICC).

4.2. Management

• Ensure that a zero-tolerance policy towards sexual harassment is communicated and enforced.
• Provide adequate training and awareness programs to all employees regarding this policy and their responsibilities.
• Support the ICC in its investigations and ensure that appropriate actions are taken based on its recommendations.

5. Internal Complaints Committee (ICC)

5.1. Formation of the ICC

GRABS Kitchen Pvt. Ltd. will establish an Internal Complaints Committee as per the requirements of the Prevention of Sexual Harassment Act, 2013. The ICC will include:

• A Presiding Officer, who is a senior woman employee.
• At least two members from among employees, preferably committed to the cause of women or who have experience in social work or have legal knowledge.
• An external member from an NGO or other body familiar with issues related to sexual harassment.

5.2. Roles & Responsibilities of the ICC

• Receive and acknowledge complaints in writing from the complainant.
• Conduct impartial and confidential investigations of all complaints received.
• Provide recommendations to management based on the findings of the investigation.
• Maintain confidentiality of the complaint, the parties involved, and the proceedings.

6. Complaint Mechanism

6.1. Informal Resolution

Employees who believe they are being harassed are encouraged to approach their immediate supervisor, HR representative, or any member of the ICC informally to discuss their concerns. Informal discussions may lead to an amicable resolution of the matter.

6.2. Formal Resolution

Filing a Complaint: If the matter is not resolved informally, employees can file a formal complaint in writing with the ICC. The complaint should be submitted within three months of the incident. The ICC may extend this timeline by another three months if justified.

Gaurav Chawla

Founder,

GRABS Kitchen Pvt. Ltd.