1. Introduction and Objective
Third Eyed Consulting Services is committed to providing a safe, inclusive, and professional work environment free from discrimination, intimidation, and harassment. We believe that every team member has the right to be treated with dignity and respect.
This policy outlines our zero-tolerance approach to sexual harassment and workplace discrimination, aligning with statutory mandates for a safe workplace.
2. Scope and Applicability
This policy applies to all employees, partners, consultants, contractors, clients, and vendors associated with Third Eyed Consulting Services. It covers all workplace interactions, whether occurring physically in the office, at client locations, during corporate events, or virtually via the teams.thirdeyed.in portal, emails, and phone calls.
3. Equal Opportunity and Anti-Discrimination
All employment decisions—including hiring, promotions, project assignments, and compensation—are based strictly on merit, qualifications, and business needs.
- The firm strictly prohibits discrimination on the basis of gender, race, caste, religion, age, disability, marital status, or any other characteristic protected by law.
- Any language, behavior, or operational practice that marginalizes or discriminates against an individual or group will result in immediate disciplinary action.
4. Definition of Sexual Harassment
Sexual harassment includes any unwelcome sexually determined behavior (whether directly or by implication). This includes, but is not limited to:
- Physical contact and advances.
- A demand or request for sexual favors.
- Making sexually colored remarks, jokes, or comments.
- Showing pornography or sharing inappropriate digital content via firm networks.
- Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature.
Types of Harassment:
- Quid Pro Quo: Conditioning employment benefits (like a promotion or salary hike) on the acceptance of a sexual favor.
- Hostile Work Environment: Creating an intimidating, hostile, or offensive work environment through severe or pervasive harassment.
5. Reporting Mechanism and Grievance Redressal
We have established a secure and confidential mechanism for reporting grievances.
- How to Report: Any individual who feels they are being harassed or discriminated against should immediately submit a formal complaint via the dedicated Grievance/POSH module on the
teams.thirdeyed.inportal, or directly email the designated HR representative. - Internal Complaints Committee (ICC): All complaints regarding sexual harassment will be directed to the firm’s Internal Complaints Committee, which operates impartially to investigate and resolve grievances within statutory timelines.
6. Confidentiality and Protection against Retaliation
- Strict Confidentiality: The identity of the complainant, the respondent, and any witnesses, as well as the details of the investigation, will be kept strictly confidential.
- Zero Retaliation: Third Eyed Consulting Services strictly prohibits any form of retaliation, victimization, or professional disadvantage against anyone who makes a good-faith complaint or assists in an investigation. Retaliation is treated as an independent and severe disciplinary offense.
7. Disciplinary Action
If an investigation determines that harassment or discrimination has occurred, the firm will take prompt and proportionate disciplinary action against the offender. This may include a formal warning, financial penalty, immediate termination of employment, and reporting the offense to local law enforcement if legally required.