Anti-Sexual Harassment Policy

1. 🤝 Our Commitment

Zerlon Semi is dedicated to creating and maintaining a learning and working environment that is free from sexual harassment, intimidation, hostility or any unwelcome conduct of a sexual nature. We believe that every individual — student, instructor, staff member or visitor — has the right to learn and work with dignity.

This policy is established in compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) and applies to all activities conducted under the Zerlon Semi brand, including online sessions, offline labs, company events and communications on official platforms.

2. 📋 Scope & Applicability

This policy applies to:

• All students enrolled in any Zerlon Semi course (online or offline)
• All full-time and part-time employees, contractors and consultants
• Instructors, mentors and guest speakers
• Any third parties interacting with Zerlon Semi members in any professional or educational capacity

This policy applies to conduct that occurs:

• On Zerlon Semi premises (Bangalore office and training labs)
• During online sessions, webinars, and virtual classes on any platform
• At any Zerlon Semi-sponsored events, workshops or seminars
• In any official communication channels (email, WhatsApp groups, Slack, LMS, etc.)

3. 📖 Definition of Sexual Harassment

As defined under the POSH Act, sexual harassment includes any unwelcome sexually determined behaviour (whether directly or by implication), such as:

• Physical contact and advances of a sexual nature
• A demand or request for sexual favours
• Sexually coloured remarks, jokes or innuendos
• Showing pornography or sexually explicit material
• Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature

The following circumstances can also constitute sexual harassment if they occur in connection with any of the above:

• Implied or explicit promise of preferential treatment in employment or academic outcomes
• Implied or explicit threat of detrimental treatment in employment or academic outcomes
• Conduct that creates a hostile, intimidating or offensive learning or working environment

4. 🚫 Examples of Prohibited Conduct

The following behaviours are strictly prohibited at Zerlon Semi:

• Unwanted touching, hugging, patting or any physical contact of a sexual nature
• Sending sexually suggestive messages, emails, images or videos through any medium
• Making comments about a person's body, appearance or sexuality
• Requesting or pressuring someone for dates, sexual favours or personal relationships
• Displaying or sharing sexually explicit material in any Zerlon Semi space or channel
• Making inappropriate jokes or comments based on gender or sexual orientation
• Stalking, following or excessively monitoring another person's personal activities
• Using course authority or seniority to coerce or pressure a student or subordinate

5. 📞 Reporting Procedure

Anyone who experiences, witnesses or has knowledge of sexual harassment is encouraged to report it immediately. You may report through any of the following channels:

Primary Reporting Channel

Anonymous Reporting

Anonymous reports can be submitted via our website contact form. While anonymous reports are accepted, providing contact details allows us to conduct a more thorough investigation and keep you informed of outcomes.

Time Limit for Filing Complaints

Complaints should be filed within 3 months of the incident or the last incident in a series of incidents. The ICC may extend this period for reasons recorded in writing.

6. 👥 Internal Complaints Committee (ICC)

As required under the POSH Act, Zerlon Semi has constituted an Internal Complaints Committee consisting of:

• A Presiding Officer — a senior female employee
• At least two members from among employees (at least one with experience in social work or legal knowledge)
• An external member from an NGO or association committed to the cause of women or a person familiar with labour, service, civil or criminal law

The ICC composition is reviewed annually. For the current committee members, please contact Info@zerlonsemi.com.

7. 🔍 Investigation Process

Upon receiving a complaint, the ICC will:

• Acknowledge receipt of the complaint within 7 working days
• Provide the respondent with a copy of the complaint and an opportunity to respond
• Conduct a thorough, fair and impartial inquiry within 60 days
• Interview witnesses and review evidence as appropriate
• Provide both parties an opportunity to present their case
• Submit a final report with findings and recommendations to management within 10 days of completing the inquiry

Both the complainant and the respondent are entitled to be assisted by a colleague or representative of their choice during proceedings.

8. 🔒 Confidentiality

Zerlon Semi is committed to maintaining strict confidentiality throughout the complaint process:

• The identity of the complainant, respondent and witnesses shall not be disclosed to any third party
• The contents of the complaint, inquiry proceedings and recommendations will be kept confidential
• Violation of confidentiality obligations will itself be treated as misconduct

9. 🛡️ Non-Retaliation Policy

Zerlon Semi strictly prohibits retaliation against any person who:

• Files a good-faith complaint of sexual harassment
• Participates in an investigation as a witness
• Assists or supports a person filing a complaint

Retaliation includes any adverse action — academic or professional — taken against a person for making or supporting a harassment complaint. Retaliation is itself a serious violation of this policy and will be treated with the same gravity as the original harassment complaint.

10. ⚖️ Disciplinary Action

If the ICC's inquiry finds the respondent guilty of sexual harassment, the following actions may be taken:

• Written warning or formal reprimand
• Suspension from courses or employment (with or without pay)
• Permanent expulsion from Zerlon Semi programs
• Termination of employment
• Recommendation to file a police complaint with the appropriate authorities

If the complaint is found to be malicious or false (not merely unsubstantiated), appropriate action may also be taken against the complainant.

11. 📜 Legal Framework

This policy is established in compliance with:

• The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
• The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013
• Vishaka Guidelines as established by the Supreme Court of India

In addition to the internal process, aggrieved parties have the right to approach the Local Complaints Committee (LCC) of the relevant district, or file a complaint with law enforcement authorities under applicable provisions of the Indian Penal Code.

12. 📧 Contact & Awareness

Zerlon Semi is committed to creating awareness of this policy among all stakeholders. This policy is communicated during student orientation and employee onboarding.