ABC CO.
- COMPREHENSIVE DISCIPLINARY AND
WOMEN EMPLOYEE WELFARE POLICY
TITLE: EMPLOYEE DISCIPLINARY AND WOMEN EMPLOYEE
WELFARE POLICIES
PREPARED BY: PRINCE CA
PREPARATION DATE : 5/5/2025
MOBILE NUMBER:6282202765
EMAIL ID:PRINCECANTONY2001@GMAIL.COM
ADDRESS: CHEERAN HOUSE NADUVATH PO WANDOOR ,
MALAPPURAM, KERALA ,INDIA PIN 679328
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1.INTRODUCTION
ABC Co. commenced its operations in December 2022 as a dynamic
startup built on innovation, agility, and the ambition to deliver
exceptional services in its niche market. Founded by a small group of
visionary professionals, the company started with just 20 employees.
During its early months, the team operated in a close-knit environment
where informal communication, flexible roles, and an entrepreneurial
spirit drove progress. As a result of focused strategy and market
responsiveness, ABC Co. saw rapid growth within a short span of time.
Over the course of a year, the company scaled its operations
significantly, expanding to a 50-member team. This remarkable growth
reflected not only business success but also the increasing complexity
of managing people, processes, and performance.
With the expansion came several organizational challenges that
demanded immediate attention. One of the most significant issues
faced by the management was the lack of employee discipline and
standardized work practices. In the absence of well-defined HR policies,
employees were unsure of expectations regarding punctuality,
professionalism, communication, and conduct. Instances of repeated
absenteeism, unprofessional behavior, missed deadlines, and
miscommunication between teams began to surface. These gaps
affected not just the quality of work but also the overall workplace
culture. The unavailability of clear protocols made it difficult for
managers to take corrective actions and maintain fairness and
consistency across the organization. Another pressing concern was the
increasing number of female employees in the workforce. As the
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company matured, it attracted diverse talent, and today, more than
half of ABC Co.’s employees—27 out of 50—are women. While this
represents a positive and inclusive hiring trend, the organization did not
have specific welfare, health, or safety policies tailored to support
female employees. Without dedicated provisions addressing maternity
benefits, flexible work options, workplace safety, and protection
against harassment, female employees risked being underserved or
even marginalized. Moreover, a lack of awareness and training around
gender sensitivity and women’s rights in the workplace posed
compliance risks under laws such as the Maternity Benefit Act and the
POSH (Prevention of Sexual Harassment) Act.Senior management
recognized that these challenges were not just administrative or
operational—they were foundational to the long-term sustainability of
the company. The absence of HR frameworks put the organization at
risk of legal non-compliance, employee dissatisfaction, high attrition,
and reputational damage. Additionally, the lack of structure created
inconsistencies in decision-making, which could lead to perceived bias
and unfair treatment.In response to these issues, the HR department
was tasked with developing and implementing comprehensive HR
policies that would serve as the backbone of a professional, inclusive,
and compliant workplace. These policies needed to address both
disciplinary measures for all employees and targeted welfare initiatives
for female staff. The goal was to ensure consistency, transparency, and
fairness in managing employee conduct while also promoting a culture
of respect, equity, and support. Establishing these policies is not just a
corrective step—it is a strategic initiative to guide ABC Co. into its next
phase of growth, where people, performance, and workplace culture
are aligned with the company’s vision and values.
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2.STATEMENT OF THE PROBLEM
ABC Co., despite its remarkable growth since its inception in December
2022, currently operates without a formalized set of employee conduct
or disciplinary policies. As a result, several challenges have emerged
within the organization that not only affect operational efficiency but
also risk employee satisfaction, workplace harmony, and legal
compliance. The absence of standardized guidelines governing
employee behavior has led to a wide range of issues that threaten the
overall work culture and productivity of the organization.
One of the most pressing problems is the lack of discipline and
professional conduct among employees. Without clearly defined
behavioral expectations, employees frequently demonstrate
inconsistent attitudes toward work. Instances of tardiness, unapproved
absences, casual communication styles, missed deadlines, and a general
disregard for accountability have been reported across departments.
These behaviors have led to delays in project delivery, disruptions in
team collaboration, and misunderstandings between team members
and managers. Furthermore, supervisors are unable to enforce
consequences or corrective measures effectively due to the absence of
a formal disciplinary framework. This inconsistency in handling
employee behavior has also led to perceptions of bias, favoritism, and
confusion about what constitutes acceptable workplace conduct.
In addition to discipline-related issues, the growing gender diversity in
the workforce has introduced a separate but equally important
concern. With 27 out of 50 employees being female—more than 54% of
the workforce—there is a critical need for policies that specifically
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address the health, safety, and welfare of women employees. However,
ABC Co. currently lacks women-centric policies, which puts the
company at risk in multiple ways. Female employees often face unique
challenges such as maternity requirements, safety concerns during late
hours, menstrual health needs, and the potential risk of harassment. In
the absence of dedicated welfare programs or grievance redressal
systems tailored to their needs, these issues remain unaddressed,
potentially affecting their morale, job satisfaction, and retention.
Moreover, the organization is not in compliance with important labor
laws and regulatory requirements related to gender equality and
employee welfare. Not having policies such as maternity leave, POSH
(Prevention of Sexual Harassment) compliance, and flexible work
options could attract legal scrutiny and damage the company’s
reputation. If even a single incident of misconduct or harassment
occurs and is not handled in accordance with statutory obligations, the
consequences could be severe—from legal penalties and employee
lawsuits to negative publicity and loss of stakeholder trust.
The combined impact of these gaps is evident in declining employee
morale, weakened leadership authority, and an overall lack of
accountability within teams. Employees are left with no clear roadmap
for behavior, no formal processes to resolve conflicts, and no
assurances of a safe, supportive workplace—particularly for women.
Therefore, it is crucial for ABC Co. to implement structured disciplinary
policies and comprehensive welfare programs for women employees.
Doing so will not only restore order and professionalism within the
organization but also help in building a culture of respect, inclusion, and
compliance—setting a strong foundation for sustainable growth.
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3. OBJECTIVES
Establish a well-defined and consistent disciplinary framework
applicable to all employees.
Ensure fair, transparent, and prompt mechanisms for reporting
and resolving incidents of misconduct.
Promote a safe, inclusive, and supportive work environment,
particularly focused on the needs of female employees.
Implement welfare measures that support women’s health,
safety, and work-life balance.
Strengthen organizational culture by encouraging professionalism,
accountability, and mutual respect.
Enhance employee morale and job satisfaction through structured
policies and fair practices.
Ensure full compliance with relevant labor laws, ethical standards,
and industry-specific regulations.
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4. PURPOSE AND SCOPE
4.1 PURPOSE
The purpose of this comprehensive policy document is to provide
a structured and transparent framework that governs both
employee discipline and the welfare of women employees within
ABC Co. As the organization has experienced rapid growth since
its establishment in December 2022, it is now critical to ensure a
consistent and professional working environment where all
employees are aware of acceptable conduct, consequences of
misconduct, and the procedures for resolving grievances. The
disciplinary section of this policy aims to define clear behavioral
expectations and set forth step-by-step actions to be taken in
cases where those expectations are not met. It ensures that
employees are held accountable in a fair and consistent manner,
reducing confusion, mismanagement, and perceived bias in
disciplinary matters.
A well-established disciplinary process is essential not only for
addressing poor performance and unprofessional conduct but
also for preventing the escalation of issues that could disrupt
productivity and harm team morale. This policy fosters a
workplace culture rooted in mutual respect, timely
communication, responsibility, and professionalism. It also
provides managers and HR personnel with a standardized
approach to handle incidents of misconduct, ensuring due process
and fairness in every situation.
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Equally important is the commitment to promoting the health,
safety, and welfare of women employees. With over 54% of the
workforce comprising women, ABC Co. acknowledges the
necessity of women-specific policies that support their personal
and professional needs. These include provisions for maternity
leave, flexible work arrangements, safe commuting, mental health
support, and protections against workplace harassment.
The welfare component of this policy reflects the company’s
intent to provide an environment where women can thrive
without fear of discrimination, harassment, or bias. It upholds the
principles of inclusivity, equity, and empowerment by addressing
issues often overlooked in male-dominated or unstructured
environments. Additionally, the welfare framework ensures that
ABC Co. complies with relevant labor laws such as the Maternity
Benefit Act and the Sexual Harassment of Women at Workplace
(Prevention, Prohibition, and Redressal) Act, commonly referred
to as the POSH Act.
Together, the disciplinary and welfare policies aim to improve
overall employee satisfaction, reduce turnover, increase
compliance, and build a workplace that reflects the values of
trust, fairness, and respect. By articulating these goals and
translating them into actionable procedures, this policy serves as
a vital management tool for long-term organizational stability and
success.
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4.2 SCOPE
This policy applies comprehensively across all tiers, roles, and
categories of employees at ABC Co., ensuring that the standards
and procedures are uniformly enforced and universally
understood. It covers:
All employees, including those who are permanent, probationary,
part-time, and contractual.
All levels of the organization, from entry-level staff to senior
management.
All departments and functions, including core teams such as
operations, sales, administration, HR, finance, and technology.
All physical office locations, whether headquarters or branch
offices, regardless of geographical location.
Remote work arrangements, including employees working from
home, hybrid models, or those on temporary remote
assignments.
Field visits and external work assignments, including client site
meetings, vendor visits, or business travel where employees are
representing the company.
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Virtual communication platforms, ensuring that professional
conduct is maintained even during online meetings, email
interactions, and instant messaging within company -managed
digital spaces.
Company-sponsored events, such as training sessions,
conferences, social gatherings, and off-site activities where
employees participate in an official capacity.
The disciplinary aspect of the policy ensures that no employee is
exempt from the standards of behavior expected at ABC Co. All
complaints, regardless of the individual’s role or seniority, are
subject to fair and unbiased investigation, with disciplinary actions
taken based on the findings. The same applies to acts of
misconduct committed during virtual meetings or external
engagements—professionalism is expected at all times, regardless
of setting.
In terms of the welfare policy, its scope is specific to female
employees across all locations and employment types. This
includes women in executive roles, junior-level positions,
administrative posts, and even those engaged on a short -term
contractual basis. The provisions of this policy apply equally to
pregnant employees, mothers returning from maternity leave,
and those working in night shifts or under flexible work models.
Welfare measures also extend to ensuring that workspaces—
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physical or virtual—are safe, hygienic, inclusive, and free from
harassment or gender-based discrimination.
Furthermore, the policy binds managers, team leaders, and
supervisors to actively uphold and promote these standards in
their respective teams. They are responsible for ensuring that all
team members are made aware of the policy contents and that
the guidelines are implemented effectively and respectfully.
By clearly defining its scope, ABC Co. ensures that every individual
connected to the organization is protected, informed, and held to
the same high standards, thereby promoting a culture of
professionalism, fairness, and equality across all areas of
operation.
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5. STANDARDS OF CONDUCT
At ABC Co., it is imperative to maintain a professional, respectful, and
productive workplace that aligns with our core values and long-term
goals. All employees, irrespective of their designation or department,
are expected to uphold certain behavioral standards that reflect the
integrity and culture of the organization. These standards ensure the
smooth functioning of daily operations and foster a positive work
environment where every individual feels valued and safe.
The following conduct expectations are mandatory for all employees:
1. Punctuality and Attendance
Employees are required to report to work on time and adhere to the
work schedules as agreed upon in their contracts or departmental
policies. Frequent tardiness or unapproved absences negatively affect
team productivity and client relationships.
Example:
An employee consistently arriving 30 minutes late without prior notice
may be issued a verbal warning followed by formal disciplinary action if
behavior continues.
Common Practice:
Many organizations like Infosys and TCS use biometric systems or
digital attendance software to monitor punctuality and flag patterns of
absenteeism.
2. Respectful Communication and Professional Behavior
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Employees must treat all colleagues, supervisors, clients, and external
stakeholders with courtesy and respect. This includes using appropriate
language, being a good listener, and avoiding aggressive, sarcastic, or
demeaning communication.
Example:
An employee publicly ridiculing a colleague during a meeting will face
disciplinary measures as this undermines team morale and violates the
respectful workplace policy.
Common Practice:
Companies like IBM and Wipro have zero-tolerance policies for verbal
abuse or workplace hostility, enforced through regular soft-skills and
professional conduct training.
3. Adherence to Instructions and Responsibilities
Employees must follow reasonable instructions given by their
supervisors or team leads. They are expected to complete their
assigned work diligently, meet deadlines, and communicate any
obstacles in a timely manner.
Example:
Refusing to perform tasks without valid reason or repeatedly ignoring
managerial instructions can lead to disciplinary warnings or suspension.
Common Practice:
Corporates like HCL Technologies include task compliance as a key
component in performance appraisals and employ task -tracking tools
to ensure accountability.
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4. Confidentiality and Data Protection
Employees must safeguard all company-sensitive information, including
client data, project strategies, employee records, and financial
information. Sharing internal documents or client data with
unauthorized persons is a serious breach of trust.
Example:
An employee forwarding confidential client data to a personal email
account may be subject to immediate termination and legal action.
Common Practice:
Companies such as Accenture implement Data Loss Prevention (DLP)
systems and conduct quarterly training sessions on data protection and
cybersecurity protocols.
5. Prohibition of Harassment, Discrimination, or Misconduct
Any form of harassment—including sexual harassment, bullying, or
discrimination based on gender, caste, religion, or disability—is strictly
prohibited. Employees are expected to promote inclusiveness and
refrain from behavior that marginalizes others.
Example:
Making inappropriate jokes or comments about a colleague’s gender or
background can result in disciplinary action under the POSH Act or
company anti-harassment policies.
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Common Practice:
Organizations like Deloitte and EY conduct mandatory diversity and
anti-harassment workshops every 6 months and have Internal
Complaints Committees (ICC) to deal with related grievances.
6. Workplace Hygiene and Decorum
Maintaining cleanliness in personal and shared workspaces is expected
of all employees. This includes keeping desks organized, properly using
pantry areas, and ensuring safety protocols in workspaces.
Example:
Leaving food waste in shared workspaces or ignoring hygiene norms in
restrooms may result in a formal warning from facilities management
or HR.
Common Practice:
Most modern workplaces, such as Google India and Zoho, provide
dedicated hygiene guidelines and environmental responsibility training
as part of their onboarding.
These conduct standards serve as the foundation for ABC Co.’s work
culture. Employees failing to comply will be subject to disciplinary
procedures outlined in this policy. Every team member is encouraged
to act responsibly, not only for personal growth but also for the
collective success of the organization.
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6. DISCIPLINARY POLICY
ABC Co. is committed to maintaining a professional, respectful, and
legally compliant workplace. To ensure consistency and fairness in
handling employee misconduct, this disciplinary policy outlines
unacceptable behavior, corresponding consequences, and procedural
fairness. It reflects practices adopted by reputable organizations and
ensures alignment with labor law obligations and ethical standards.
6.1 Misconduct Includes
Misconduct may vary in severity—from minor breaches to serious
violations—and is categorized to facilitate appropriate action. Examples
include, but are not limited to:
Repeated Tardiness or Absenteeism:
Unjustified lateness or absenteeism disrupts team coordination and
project timelines. For instance, if an employee fails to notify their
supervisor about frequent absences, they may face a progression of
warnings leading to suspension.
Insubordination or Disobedience:
Refusal to follow lawful and reasonable instructions from supervisors
constitutes insubordination. An example includes an employee refusing
to attend mandatory team meetings or neglecting to complete assigned
tasks.
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Theft, Fraud, or Data Breaches:
Unauthorized use, removal, or falsification of company resources or
sensitive data (e.g., copying client databases or forging time entries) is
considered gross misconduct and may result in immediate dismissal.
Harassment, Including Sexual Harassment:
Any unwelcome behavior—verbal, physical, or visual—that demeans or
offends others, particularly of a sexual nature, will be addressed under
POSH (Prevention of Sexual Harassment) regulations. For instance, a
manager making inappropriate comments toward a female employee
can be reported to the Internal Complaints Committee (ICC).
Physical or Verbal Abuse at the Workplace:
Aggressive outbursts, threats, or violent actions against peers or
supervisors will lead to serious disciplinary consequences. Companies
like Infosys and TCS have zero-tolerance policies on workplace violence
and emotional abuse.
6.2 Disciplinary Actions
To maintain consistency and transparency, ABC Co. uses a tiered
approach to disciplinary actions. Depending on the severity of the
offense and whether it’s a repeated behavior, one or more of the
following steps may be applied:
1. Verbal Warning (Documented):
Given for minor, first-time infractions such as occasional tardiness or
minor behavioral issues. Documented and signed by the employee and
reporting manager.
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Example: A marketing associate repeatedly missing team calls may be
issued a verbal warning and monitored for improvement.
2. Written Warning (Filed in HR Records):
If behavior continues despite a verbal warning, a formal written
warning is issued, outlining the problem, required improvements, and
consequences of non-compliance.
Example: An employee who continues to be late despite counseling
may receive a written warning that remains in their file for 12 months.
3. Final Warning:
A last opportunity to improve behavior before termination. Used for
repeated misconduct or more serious one-time incidents.
Example: A developer who disrespects a manager in front of the team
after a prior written warning may receive a final warning.
4. Suspension (With/Without Pay):
Applied in cases of serious offenses pending investigation or as a final
step before dismissal. Duration varies between 1 to 5 working days.
Example: A team member accused of verbal harassment may be
suspended without pay during investigation.
5. Termination:
Applied in cases of gross misconduct (e.g., theft, violence, sexual
harassment) or when repeated offenses occur despite prior warnings.
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Example: An HR executive found leaking confidential salary data may be
dismissed immediately and barred from future employment with the
company.
6.3 Disciplinary Procedure
To ensure fairness and transparency, the disciplinary process follows a
structured approach:
1. Reporting of Incident:
Any employee, team leader, or supervisor may report misconduct to
the HR Department either verbally, in writing, or through an official
email. Anonymous complaints related to harassment or ethical
misconduct may also be made through the company’s whistleblower
portal or POSH email (e.g., posh@abccompany.com).
2. Preliminary Review (Within 48 Hours):
The HR department conducts an initial review to assess the validity and
urgency of the complaint. This includes reviewing evidence or obtaining
preliminary feedback.
Common Practice: Like Wipro and EY, ABC Co. logs all reported
incidents into a secure case management system.
3. Formal Investigation:
A disciplinary panel or designated HR officer conducts interviews with
the involved parties, collects evidence (emails, CCTV footage, witness
statements), and collaborates with department heads for a fair
evaluation.
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Example: In case of harassment, interviews with both complainant and
accused are conducted separately in the presence of an HR
representative.
4. Decision and Action (Within 5 Working Days):
Based on the investigation outcome, a decision is made by HR in
consultation with the reporting manager or management, and the
disciplinary action is implemented.
5. Documentation:
All findings, decisions, and actions taken are documented in the
employee’s file. Records are stored securely for a minimum of 3 years
for reference or audit.
6.4 Appeal Process
ABC Co. recognizes the importance of giving employees an opportunity
to contest disciplinary decisions.
Written Appeal:
Employees may submit a written appeal within 5 working days from the
date of receiving the disciplinary decision. The appeal must include
grounds (e.g., unfair treatment, new evidence).
Review Committee:
A neutral panel comprising an HR senior, a non-involved department
head, and one employee representative (if applicable) will review the
appeal.
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Decision Timeline:
A final decision will be issued within 7 working days of receiving the
appeal. The decision of the committee will be considered final and
binding.
Example: An employee terminated for alleged insubordination submits
proof of health-related issues causing delays. On review, the
termination is reversed and converted into medical leave.
Common Practice:
Companies like Capgemini and Cognizant provide a two-tier appeal
process with escalating levels, allowing employees to approach regional
HR heads if not satisfied with initial appeal outcomes.
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7. WOMEN EMPLOYEE WELFARE POLICY
ABC Co. recognizes the pivotal role women play in the growth of an
organization. With over 54% of its workforce being female, it is the
company’s responsibility to ensure a workplace that is safe, respectful,
and supportive of women's unique needs. This policy provides a
comprehensive framework that supports physical health, psychological
well-being, professional growth, and legal rights of female employees.
7.1 Objective
To create a secure, inclusive, and gender-sensitive workplace
environment that promotes equal opportunities and supports women’s
health, safety, work-life balance, and career development. The
objective aligns with India’s Maternity Benefit Act, POSH Act, and
industry best practices adopted by companies such as TCS, Wipro, and
Zomato.
7.2 Maternity & Work-Life Balance
ABC Co. acknowledges that maternity is a significant life event and
supports employees in balancing their personal and professional lives.
To that end:
Maternity Leave:
Female employees are entitled to 26 weeks of paid maternity leave, in
compliance with the Maternity Benefit (Amendment) Act, 2017. For
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those having more than two children, 12 weeks of paid leave will be
provided.
Post-Maternity Flexible Work Option:
Women returning from maternity leave can opt for flexible working
hours or hybrid mode for up to 3 months post-return, with prior
approval from their reporting manager and HR.
Example: Infosys and Accenture offer new mothers a “Ramp Up”
program allowing part-time or phased return options.
Additional Paid Leaves:
3 days of paid leave annually can be availed for child-related needs,
medical appointments, or emergencies. This leave is exclusive of sick or
casual leave.
7.3 Workplace Safety
Ensuring a physically safe workplace is fundamental to employee
welfare. ABC Co. has adopted the following provisions:
No Mandatory Night Shifts:
Female employees shall not be assigned night shifts unless requested in
writing and approved voluntarily. This aligns with labor law standards
and practices of companies like TCS and Wipro.
Safe Commute Support:
Company-arranged transportation or transport reimbursements are
provided for female employees working past 8 PM. All cabs are GPS-
enabled, and driver credentials are verified.
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CCTV and Security:
24x7 surveillance in all entry/exit points and common areas is
maintained. At least one female security guard is stationed per floor
during office hours.
Example: Companies like Infosys and IBM maintain biometric-controlled
entry systems and panic buttons in women’s restrooms.
7.4 Health and Hygiene
Women’s physical well-being is a key area of focus. ABC Co. implements
the following facilities:
Sanitary Vending Machines and Restrooms:
Fully stocked sanitary pad dispensers and clean, well -maintained
washrooms are available on every floor.
Free Annual Health Check-up:
A comprehensive health check-up, including gynecological consultation,
is offered annually through tie-ups with certified medical labs.
Example: Wipro conducts annual wellness checks for women in
collaboration with Fortis and Apollo Hospitals.
Period Leave:
One paid period leave per month is available for menstruating
employees, similar to policies introduced by Zomato. This leave is
optional and does not require medical documentation.
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7.5 Mental Health Support
Emotional and mental well-being are essential for productivity and
morale. ABC Co. offers:
Monthly Wellness Webinars:
Topics such as work-life balance, managing stress, and self-care are
covered. Experts from recognized organizations (e.g., YourDOST,
Practo) are invited.
Free Professional Counseling:
Employees may book confidential sessions with licensed therapists
(online or in-person) funded by the company.
Example: Tata Steel and Google India offer Employee Assistance
Programs (EAPs) with round-the-clock access to mental health
professionals.
Quarterly Wellness Workshops:
Interactive sessions on mindfulness, emotional intelligence, and
psychological safety are conducted to foster a culture of openness and
support.
7.6 POSH COMPLIANCE (Prevention of Sexual Harassment)
In accordance with the Sexual Harassment of Women at Workplace
(Prevention, Prohibition, and Redressal) Act, 2013, ABC Co. enforces
the following:
Internal Complaints Committee (ICC):
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A legally compliant ICC is formed comprising at least 50% female
members, including a presiding officer who is a senior woman
employee, and an external POSH expert.
Mandatory POSH Training:
Biannual awareness and sensitization sessions for all employees are
conducted. POSH training is part of the onboarding process for all n ew
hires.
Anonymous Complaint Box & Email:
A secure email ID (e.g., posh@abccompany.com) and an anonymous
drop box are available to report issues confidentially.
Timely Redressal:
All complaints are investigated within 10 working days, and actions are
taken within 30 days, adhering strictly to the procedural guidelines
under the POSH Act.
Example: Infosys and HCL publicly share their POSH policies and
redressal timelines as part of transparency and governance.
7.7 Grievance Redressal
To ensure employees feel heard and supported:
Open-Door HR Policy:
Female employees can directly approach the HR Business Partner or
Reporting Manager for any issue affecting their well-being or workplace
experience.
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Confidentiality Assurance:
All concerns will be handled with strict confidentiality, and retaliatory
actions against complainants will not be tolerated.
Temporary Supportive Measures:
Depending on the nature of grievance, temporary transfer, remote
work, or medical leave can be approved by HR.
Women Employee Welfare Committee (WEWC):
For unresolved cases, the WEWC—comprising senior female staff and
HR—will review the matter and recommend solutions.
Example: Deloitte India has a Women’s Council that evaluates systemic
issues faced by female staff and recommends periodic improvements.
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8. RECOMMENDATIONS
To ensure the effectiveness, inclusivity, and relevance of the proposed
disciplinary and women welfare policies, the following actionable
recommendations are proposed:
8.1 Regular Training Programs
- Organize quarterly training sessions for all employees focusing on:
- Professional code of conduct.
- Prevention of workplace harassment.
- Gender sensitivity and respectful communication.
- Mental health awareness and emotional well-being.
- These sessions should be mandatory for both new and existing
employees, led by qualified trainers or external experts when
necessary.
8.2 Annual Policy Review
- Conduct an annual evaluation of all HR policies, particularly those
related to discipline and women’s safety.
- This review should:
- Assess the effectiveness of existing policies.
- Incorporate employee feedback collected through surveys or
meetings.
- Reflect changes in labor laws and government regulations.
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- Be followed by necessary revisions, with proper communication to all
staff.
8.3 Anonymous Suggestion Mechanism.
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9. CONCLUSION
The implementation of this comprehensive HR policy marks a pivotal
moment in ABC Co.’s journey from a growing startup to a structured
and responsible organization. As the company continues to expand, it
becomes increasingly vital to establish a solid foundation that promotes
discipline, fairness, inclusivity, and employee welfare. This policy serves
not only as a regulatory framework but as a testament to ABC Co.’s
commitment to building a people-centric culture.
The disciplinary framework defined in this document ensures that all
employees, regardless of their designation or tenure, are aware of the
expectations around conduct and behavior. By outlining clear
consequences for misconduct and a fair procedure for addressing
grievances, the company reduces ambiguity and fosters a transparent,
accountable work environment. This will significantly minimize
workplace conflicts, enhance productivity, and support stronger team
collaboration.
Equally important is the emphasis on women employee welfare. With
more than half of ABC Co.’s workforce being female, the organization
recognizes the necessity of implementing policies that support their
health, safety, and career development. Initiatives such as flexible work
options, maternity support, mental health programs, and strict POSH
compliance go beyond legal mandates—they show that ABC Co. truly
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values its women employees and aims to provide a nurturing workplace
where they can thrive.
Furthermore, these HR policies align with best practices followed by
leading organizations globally. By taking inspiration from industry
benchmarks and tailoring them to ABC Co.’s unique context, the
company positions itself as a modern employer that respects diversity
and promotes equality.
In conclusion, these disciplinary and welfare policies are not merely
administrative tools. They represent the organization's values, culture,
and long-term vision. They help shape a workplace where employees
feel respected, heard, protected, and motivated. For female
employees, the new welfare framework reinforces their importance
within the organization and provides reassurance that their concerns
are addressed proactively. For all staff, it instills a sense of structure,
fairness, and mutual respect.
As ABC Co. steps into the next phase of its growth, these policies will
serve as the guiding principles for all people-related decisions, ensuring
that the organization remains ethical, high-performing, and truly
inclusive.
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