Prevention of Sexual Harassment (POSH) Policy

Creating a safe, respectful, and dignified work environment across all Gujarathi Empire Group entities.

Commitment

GE provides a workplace free from sexual harassment. This policy follows the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and its 2013 Rules. GE extends the same protection to all employees regardless of gender. Group entities outside India also follow their local law.

Scope

Applies to all employees, trainees, interns, consultants and visitors, at GE offices, client or vessel visits, ports, business travel, events, company-arranged transport, and on email, phone, chat and social media.

What is Sexual Harassment

Physical contact or advances

A demand or request for sexual favours

Sexually coloured remarks or jokes

Showing pornography or sexual images

Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature

Implied promises of preferential treatment, or threats about employment, linked to such conduct

Creating an intimidating, hostile or offensive work environment

Internal Committee (IC)

Every office with 10 or more employees has an IC, constituted as follows:

Role	Name
Presiding Officer (a senior woman employee)	Adv Rupali Ambekar
Member (employee)	Rajas Satish Talathi
Member (employee)	Mrs Harsha Sapra
External member (NGO or person familiar with the issue)	Mr Ketan Sojitra

How to Complain & Inquiry Process

Step 01

Submit written complaint to IC at legal@gujarathiempire.in within 3 months (extendable by another 3 months for good reason).

Step 02

IC may try conciliation at the complainant's request (monetary settlement is not a basis for conciliation).

Step 03

Otherwise, the IC holds an inquiry and gives both sides a fair hearing.

Step 04

Inquiry is completed within 90 days. IC report goes to the employer within 10 days of completion.

Step 05

Employer acts on the recommendations within 60 days.

Policy Governance & Safeguards

Interim Relief

During the inquiry, the complainant may ask for a transfer, leave, or a change in reporting line.

Strict Confidentiality

The identity of the parties and witnesses, and the details of the inquiry, are strictly confidential under Section 16 of the Act.

Penalties & False Reports

Penalties include written apology, warning, withheld promotion or increment, counselling, or termination. False or malicious complaints lead to action, though failing to prove a complaint does not make it false.