Name: Workplace Harassment policy
Uploaded: 2025-02-08
Duration: 3 min 48 s
Description: WORKPLACE HARASSMENT & PROTECTION OF WOMEN AGAINST HARASSMENT.

WORKPLACE HARASSMENT & PROTECTION OF WOMEN AGAINST HARASSMENT. 

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WORKPLACE HARASSMENT & PROTECTION OF WOMEN AGAINST HARASSMENT

OBJECTIVE. Master Motor is dedicated to a respectful work environment, free from harassment and exploitation. All employees must follow this policy, with violations leading to disciplinary action. The policy also ensures protection against harassment of women, in line with Pakistan's "Protection against Harassment of Women at the Workplace- Act 2010 as adopted by Govt of Pakistan.. 

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Master Motor is dedicated to a respectful work environment, free from harassment and exploitation. All employees must follow this policy, with violations leading to disciplinary action. The policy also ensures protection against harassment of women, in line with Pakistan's "Protection against Harassment of Women at the Workplace- Act 2010 as adopted by Govt of Pakistan.

The policy aims to create a safe, respectful, and productive work environment free from discrimination and harassment. The Company fosters open communication and mutual respect, and will not tolerate any form of abuse or harassment, especially towards women. It includes a reporting mechanism for complaints, and violations may result in disciplinary actions, including termination.. 

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The policy aims to create a safe, respectful, and productive work environment free from discrimination and harassment. The Company fosters open communication and mutual respect, and will not tolerate any form of abuse or harassment, especially towards women. It includes a reporting mechanism for complaints, and violations may result in disciplinary actions, including termination.

This policy applies to all employees at all levels and locations of the Company, as well as third parties or outsiders interacting with employees or present on Company premises.

Unwanted harm to an employee's dignity Unwelcome flirtation or sexual advances Defamation or sharing offensive materials without consent Workplace bullying and violence Belittling remarks, verbal or physical abuse Misuse of power or authority Physical assault and threats. 

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Unwanted harm to an employee's dignity
 Unwelcome flirtation or sexual advances
 Defamation or sharing offensive materials without consent
 Workplace bullying and violence
 Belittling remarks, verbal or physical abuse
 Misuse of power or authority
 Physical assault and threats

WHAT CONSTITUTES HARASSMENT IN THE COMPANY?

Unwelcomed sexually-determined behavior (e.g., physical contact or advances) Unnecessary and unwelcome references to body parts Stalking Demand or request for sexual favors in exchange for promotion, pay raise, or easier work life Inappropriate sexual hints or humor Any act or behavior that makes others uncomfortable, even if they are not the direct recipients of sexual advances. 

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Unwelcomed sexually-determined behavior (e.g., physical contact or advances)
 Unnecessary and unwelcome references to body parts
 Stalking
 Demand or request for sexual favors in exchange for promotion, pay raise, or easier work life
 Inappropriate sexual hints or humor
 Any act or behavior that makes others uncomfortable, even if they are not the direct recipients of sexual advances

SEXUAL HARASSMENT INCLUDES, BUT IS NOT LIMITED TO

GUIDELINES. Retaliation or threats against employees who report complaints will result in corrective action, including potential termination. 

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Retaliation or threats against employees who report complaints will result in corrective action, including potential termination

Misuse of the policy for false allegations will result in disciplinary action, possibly leading to termination

Confidentiality will be maintained for all proceedings of the Inquiry Committee

Disciplinary action for employees involved in harassment, based on investigation and Inquiry Committee's decision or under the "Protection against Harassment of Women at the Workplace Act 2010."

Verbal complaints can be shared with the Human Resource Department

Written complaints can be made to hr@mmcl.com.pk and hr@changan.com.pk.

PROCEDURE OF COMPLAINT HANDLING AND INQUIRY COMMITTEE. 

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PROCEDURE OF COMPLAINT HANDLING AND INQUIRY COMMITTEE

HR department will first attempt to resolve the complaint verbally; if not possible, an inquiry committee will be formed
 Inquiry committee will meet within 3 days to investigate and decide on appropriate action

Inquiry committee members: Head of HR (or senior HR representative) Head of department (2 members not involved in the complaint) Head of Compliance/Internal Audit/Finance (if needed) CEO (if complaint is against a head of function) For female staff complaints, at least one committee member must be female (other than the complainant) If a committee member is involved in the complaint, they will be replaced with another member of the same level

DECISION MAKING POWER OF THE INQUIRY COMMITTEE. Summon any person, witness, or complainant for investigation. Request production of related documents, footage, or material to find evidence. Record proceedings of the committee and investigations.. 

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DECISION MAKING POWER OF THE INQUIRY COMMITTEE

Summon any person, witness, or complainant for investigation.
 Request production of related documents, footage, or material to find evidence.
 Record proceedings of the committee and investigations.

The Inquiry Committee shall have the powers to

Recommend medical examination for the complainant or accused if necessary.
 Recommend action to HR based on investigation findings.
 Recommend appropriate action (minor or major) against the complainant if allegations are found to be false or made with mala fide intentions.

Fine (part of which may be compensation for the complainant) Demotion or recommendation for retirement Recommendation for termination of employment Penalty under the "Protection against Harassment of Women at the Workplace Act 2010. 

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Fine (part of which may be compensation for the complainant) Demotion or recommendation for retirement Recommendation for termination of employment Penalty under the "Protection against Harassment of Women at the Workplace Act 2010

Inquiry committee will assess the seriousness of the harassment offense and recommend penalties

Verbal warning to the accused Written warning to the accused Suspension (with or without pay) for a defined number of days Penalty under the "Protection against Harassment of Women at the Workplace Act 2010"

Minor and major penalties can be applied together or sequentially, depending on the seriousness of the case. Repeated complaints against an employee will lead to major penalties. HR department will take action and may consult the CEO/MD, who can alter the course of action at their discretion.

APPEALS. Any aggrieved party can appeal to the CEO/MD within 3 days of receiving the inquiry committee's decision. HR's role in appeal: HR will assist the CEO/MD in reviewing the case and making a decision. Inquiry committee: May be re-approached if necessary during the appeal process.. 

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Any aggrieved party can appeal to the CEO/MD within 3 days of receiving the inquiry committee's decision. HR's role in appeal: HR will assist the CEO/MD in reviewing the case and making a decision. Inquiry committee: May be re-approached if necessary during the appeal process.

Workplace Harassment policy

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