ACACF Gender Policy
Any employee who believes that she/he has been subjected to any form of prohibited discrimination/harassment, including sexual harassment, or who witness others being subjected to such harassment or discrimination is encouraged to promptly report the incident(s) to either their supervisor or manager or directly to the head of the organization. On receipt of any such allegation/complaint a three members committee of the senior staff members under supervision of Admin/HR Manager or any officer incharge approved by Chairman will conduct inquiry and the committee will submit its report with in three working days to the management. The management will discuss the findings of the committee and with in two days make final decision. All employees are expected to cooperate with investigations undertaken and failure to cooperate in an investigation should result in disciplinary action, up to and including termination.
1.1 Supervisor Responsibility
Supervisors should make every effort to maintain a work environment that is free from any form of prohibited discrimination/harassment. Supervisors are expected to take all allegations of discrimination/harassment, including sexual harassment, seriously, and to immediately refer the matter to the head of section or organization.
1.2 Complaint Process
In order to implement the policy, it is imperative to have in place procedures for reporting, investigation and where appropriate, remediation claims of discrimination/harassment. The organization can designate an individual or individuals to receive complaints of discrimination/harassment, including sexual harassment, investigate such complaints, and recommend appropriate remedial action.
All investigations of discrimination/harassment claims shall be conducted in a way that respects to the extent possible, the privacy of all persons involved. Investigations shall be conducted in a prompt, thorough and impartial manner. The results of the investigation should be forwarded to the head of the section and/or organization to make a final decision as to whether a violation of the policy has been substantiated. Where discrimination/harassment is found to have occurred, the organization should take prompt and appropriate remedial action to stop the discrimination/harassment and deter its reoccurrence. The remedial action taken may include counseling, training, intervention, mediation, and/or the initiation of disciplinary action up to and including termination of service contract.
The organization should maintain a written record of the discrimination/harassment complaints received/ Written record should be maintained as confidential records to the extent practicable and appropriate.
1.3 Prohibition against Retaliation
Retaliation against any employee who alleges that he/she was the victim of discrimination/harassment, or against any employee who provides information in the course of an investigation into claims of unlawful discrimination/harassment in the workplace should be prohibited under this clause. Any employee launching a complain, providing information for investigation, or testifying in any proceeding under this policy shall not be subjected to adverse employment consequences based upon such involvement or be the subject of retaliation.
1.4 False Accusations and Information
If any employee knowingly make a false accusation of unlawful discrimination/harassment or knowingly provides false information in the course of an investigation of a complaint shall be dealt with breach of conduct and be grounded for strict disciplinary action. However, complaints made in good faith, even if found to be unsubstantiated, shall not be considered a false accusation.
1.5 Confidentiality
All complaints and investigations shall be handled, to the extent possible, in a manner that will protect the privacy interests of those involved. To the extent practical and appropriate under the circumstances, confidentiality shall be maintained throughout the investigation process. In the course of an investigation it may be necessary to discuss the claims with the alleged harasser and other person who may have relevant knowledge. It therefore may be necessary to disclose information to persons with a legitimate need to know about the matter. All persons interviewed should be directed not to discuss or disclose any aspect of the investigation with others in light of the important privacy interest of all concerned. Failure to comply with this confidentiality directive may result in disciplinary action.
1.6 Disciplinary Action
Any employee found to have violated this policy might be subjected to appropriate disciplinary action, which may include, suspension, reassignment or termination of service contract.

Views: 0