OBJECTIVE

The Office Pass (TOP) part of TOP Technologies Pvt. Ltd. (“TOP”) is committed to creating a safe work environment that is free from any form of sexual harassment and where all of its users are treated with dignity and respect.

TOP shall adopt certain procedures and guidelines to govern cases against sexual harassment. The procedures have been provided below in TOP’s policy against sexual harassment (“Policy”).

All allegations of sexual harassment shall be taken seriously by TOP and shall be governed by this Policy which comes into effect immediately.

DEFINITIONS

(a)“Aggrieved Individual (Male/Female)” means any of the TOP’s employees, TOP’s Member(s),Members’ employees, visitors and vendors at TOP’s workplace, or any individual engaged in work related activities for TOP who allege to have been subject to any act of sexual harassment by the respondent

(b)“Complainant” is any aggrieved individual (including a representative, if the aggrieved individual is unable to make a complaint on account of his/her physical or mental incapacity or death or otherwise) who makes a complaint alleging Sexual Harassment under this Policy.

(c)“Respondent” means a person against whom a complaint of alleging sexual harassment has been made under this policy.

(d)“Employee” means a person employed with TOP for any work on permanent, temporary, part-time, ad-hoc or daily wage basis which includes a co-worker, a contract worker, probationer, trainee and intern or called by any other such name.

(e)“Workplace” means offices established, owned or controlled by TOP

(f)“Employer” means person(s) who are responsible for management, supervision and control including appointment/removal/termination of employees.

(g)“Parties” means collectively the complainant and the respondent.

(h) “Scope” -This policy applies to all employees (full-time, part-time, trainees and those on

contractual assignments) of the Company including all subsidiaries and affiliated companies at their workplace.The workplace includes:

1. All offices or other premises where the Company’s business is conducted.
2. All company-related activities performed at any other site away from the Company’s premises.

(i)“Sexual Harassment” includes any unwelcome sexually determined behavior or pattern of conduct that would cause discomfort and/or humiliate a person at whom the behavior or conduct was directed namely –

(i) Physical contact and advances;

(ii) Demand or request for sexual favours;

(iii)Making sexually coloured remarks or remarks of sexual nature about a person’s clothing or body;

(iv)Showing pornography;

(v) Any other unwelcome physical, visual, verbal or non-verbal conduct of sexual nature  including but not limited to vulgar/indecent jokes, letters, phone calls, text messages e-mails, gestures etc.

 

CONSTITUTION OF COMPLAINTS COMMITTEE

Complaints of sexual harassment made by any aggrieved individualshall be dealt with by the Internal Complaints Committee (“ICC”)

• Annexure 1 of the Policy provides for constituent members of the ICC.
• The ICC should comprise of a Chairperson (compulsorily woman), and not less than half of its members should be women.
• External member as mandated by law

RAISING OF COMPLAINT

(i) Complainant must submit a complaint in writing over e-mail at support@www.theofficepass.com/toppings within 3 (three) months from the date of the incident. Complaints arising of incidents more than 3 (three) months old shall not be accepted.Provided further that the Internal Committee or, as the case may be, the Local Committee may, for the reasons to be recorded in writing, extend the time limit not exceeding three months, if it is satisfied that the circumstances were such which prevented the complainant from filing a complaint within the said period.

(ii)The complaint should clearly mention the name and available details of both the aggrieved individual and the respondent.

REDRESSAL PROCESS

(A) Conciliation

Before the ICC initiates an inquiry, the complainant may request the ICC to take steps to resolve the matter through conciliation. If a settlement has been so arrived, the ICC shall record the same and provide copies of the settlement to the aggrieved individual and the respondent. In such cases, no further inquiry shall be conducted by the ICC

(B) Inquiry

(i) In case where a settlement is not feasible or could not be arrived at through conciliation, the ICC will conduct an inquiry into the complaint.

(ii) The ICC shall seek a reply to the complaint by directing the respondent to submit the list of supporting documents, names and addresses of witnesses.

(iii)On receiving the reply the ICC shall initiate an inquiry and hear both the complainant and the respondent on date(s) intimated to them.

iv)The ICC shall complete the inquiry process within 90 (ninety)days from the date of receipt of the complaint and provide a report of its findings to the Executive.

(v) Where the conduct of Sexual Harassment amounts to a specific offence under the Indian Penal Code4 (45 of 1860) or under any other law; it shall be the duty of ICC to immediately inform the complainant of his/her right to initiate an action in accordance with law with the appropriate authority, and to give advice and guidance regarding the same. Any such action or proceedings initiated shall be in addition to proceedings initiated and /or any action taken under this Policy.

INTERIM RELIEF

During pendency of the inquiry, the ICC may recommend to transfer the aggrieved individual or the respondent to any other workplace.

PROTECTION TO COMPLAINANT

TOP is committed to ensuring that no aggrieved individual who brings forward a harassment concern is subject to any form of reprisal and the victim or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment.

However, anyone who abuses the procedure (for example, by maliciously putting an allegation knowing it to be untrue and/or produces any forged or misleading document) will be subject to applicable disciplinary action.

CONFIDENTIALITY

This policy and the law prohibits any person including ICC Members from publishing, communicating or making known to the public, press and media in any manner, contents of the complaint, the identity and addresses of the aggrieved individual, respondent and witnesses, any information relating to conciliation and inquiry proceedings, or recommendations of the ICC during the proceedings.

APPEAL

Any person aggrieved by the recommendation of ICC may prefer an appeal under the relevant provisions of the Sexual Harassment of Women at Work (Prevention, Prohibition and Redressal) Act and Rules.

DISCIPLINARY PROCEEDINGS

The nature and severity of the action against the accused will be in direct proportion to the seriousness of the offence. The ICC, in case if it finds the allegations against the respondent to be true, shall recommend to the Employer to take actions against the respondent for the misconduct as it deems fit.

ANNEXURE 1
Constituents of Internal Complaints Committee (ICC)

COMPLAINTS COMMITTEE:

The Company has instituted a Complaints Committee for redressal of sexual harassment complaint (made by the victim) and for ensuring time bound treatment of such complaints.Initially, and till further notice, the Complaints Committee will comprise of the following four members:

1) Presiding Officer: Woman employee

2) Senior Woman Employee from Personnel/HR  / Office Management function (Member)

3) Senior employee of the Division / Location from where the complaint has originated. This is not a permanent position and this member can be included only if the Complaints Committee feels the need for a local representative to investigate the matter. (Member)

4) Member from an NGO or other body who is familiar with the issue of sexual harassment Member)

5) A senior male employee of the organisation

The Presiding Officer reserves the right to nominate more members of appropriate seniority and rank in the committee to conduct such inquiries to ensure equal representation of the gender as that of the complainant or for any other valid reason.

The Complaints Committee is responsible for:

• Investigating every formal written complaint of sexual harassment
• Taking appropriate remedial measures to respond to any substantiated allegations of sexual harassment
• Discouraging and preventing employment-related sexual harassment

BOOK A COWORKING TOUR

Being critical of mistakes that have been made is easy. When we think of success, we think in terms of 5-year plans and the company’s goals. If only, it was as easy to recognize and celebrate the team achievements along the way.

We associate success at work with hard work and take the small wins for granted. Some managers worry that celebrating these small work achievements will make others complacent or distract them from the bigger picture.

Some simply feel that these achievements aren’t important enough. But, did you know that a study showed that 79% of US employees left their jobs because they felt under-appreciated? Celebrating small successes is important. Here are a few reasons why.

6 Reasons Why Achievements Should Be Celebrated At Work

1. Seeing people succeed inspires others
2. Celebrating success boosts confidence levels
3. Recognition motivates achievers to do more
4. Accomplishing small goals builds a positive mindset
5. Celebrations build stronger bonds
6. Recognizing a cause for celebration

1. Seeing people succeed inspires others

Most people are competitive. When we see something someone else has achieved, we work hard trying to achieve the same level of success if not be better than others. If you take a team’s work achievements for granted, the other teams may not be able to find the inspiration needed to work harder and achieve similar success.

However, if you do celebrate these small but key achievements, the speed at which you progress towards your end goals may increase dramatically. By celebrating one team’s achievements, you have fueled everyone else’s desire for success.

💡 Are you looking for Coworking space in Gurgaon, Noida or Delhi?. We are just a call away.
Call now: 08999 828282

2. Celebrating success boosts confidence levels

When we face challenges that we can’t find a way around, we begin to doubt ourselves. As mentioned at the beginning of this article, people find it easier to be critical of themselves than applaud their achievements.

They need someone else to recognize their accomplishments for them. And, when a business celebrates success at work, however small, it boosts confidence levels. This makes your team believe they can overcome the challenges ahead in their path and brings you closer to achieving your long-term goals.

3. Recognition motivates achievers to do more

There isn’t always a direct relationship between hard works to success. It’s hard to stay constantly motivated. Your employees are likely to take their small successes for granted. As a team leader, it is your responsibility to recognize these achievements and use them to fuel your team’s motivation. When you celebrate a team’s achievements, you’re telling them that what they have achieved so far is significant and, in turn, telling them that they’re on the right path. This pushes them to work harder.

4. Accomplishing small goals builds a positive mindset

We do our best work when we’re in a positive frame of mind. Celebrating small, key achievements triggers the brain’s reward circuitry and increases the production of chemicals like dopamine. It is responsible for that feel-good factor that energizes us. This pushes your team to continue its hard work and puts them in a positive mindset.

When your team is thinking positively, they can find creative solutions to challenges and thus achieve more.

5. Celebrations build stronger bonds

Celebrations are what bring people together. For a company to succeed, they need to work as a team and believe in a collaborative effort. When you celebrate a team’s achievements, it makes everyone believe that they belong to the same culture or group. This also helps boost loyalty towards the company and builds a strong work culture.

6. Recognizing a cause for celebration

Celebrations should feel special so you can’t go into overdrive praising everything that happens on a day-to-day basis. For recognition to count, it must be genuine. This means that you need to be able to recognize achievements that deserve a celebration. Some scenarios you may want to celebrate include:

• An employee’s first big achievement
• Achievements that make a difference to collaborative tasks
• Achievements that are aligned with the company’s mission
• Truly exceptional work
• Consistent and reliable good work

Also Read: Which Is More Important – Time, Effort Or Money?

💡 Are you looking for Coworking space in Gurgaon, Noida or Delhi?. We are just a call away.
Call now: 08999 828282

How To Celebrate A Win

When you celebrate team achievements, you must find a way to do so without making the individual or team feel uncomfortable or overlooking the work of collaborators. The way you celebrate the wins of a newly hired individual and those of a senior-level employee can be different. Some people may prefer a private gesture while others may want a more public display of appreciation. You must also make sure your celebration is proportionate to the achievement.

Simple ways you could reward accomplishments are:

• Handwritten notes of appreciation
• Department-wide emails
• An announcement in a meeting
• Flexibility on an upcoming project
• A small gift or certificate
• Extra paid leave
• A mention on the company’s social media pages
• Monetary bonuses
• An office party
• A team retreat

Funding The Celebrations

These small celebrations are important and will have a small impact on your finances. So, how do you budget for it? Moving from a traditional workspace to a coworking office space is one way you can readjust your budget allocations.

A managed office lets you lease smaller spaces for shorter periods, is a scalable solution and lets you customize the space to match your brand vision without any of the limitations of a traditional office lease. The operational costs are much lower and you can use the money saved here to reward small successes at work.

If you’re looking for a Coworking Space in Delhi, Noida or Gurgaon, you should consider the services of The Office Pass. It’s time to take advantage of the hassle-free monthly and flexible lease plans. Call now at 8999 828282.

BOOK A COWORKING TOUR

Some companies start out with millions to back them while others are bootstrapped for the initial years. In both cases, there have been successes and failures. When you compare the importance of time, effort and money, there is no one winner.

Some steps do easier when you have access to funds while there are others where no amount of money will help if you don’t have time on your side or can’t put in the required effort. So let’s look at how each of these components can contribute to your success story.

💡 Are you looking for Coworking space in Gurgaon, Noida or Delhi?. We are just a call away.
Call now: 08999 828282

When TIME matter the most?

There are certain situations where money can help but it isn’t the most important element always. Effort too counts but without investing time, you will not see the results you seek. Two such scenarios are:

Skill Building

For every business to grow, your team must be adequately skilled and must be able to keep building on their skill sets to keep up with the evolving market. Now, you could have a lot of money backing you but here, time and effort are critical.

After all, as the age-old adage says, practice makes perfect. No matter how much you invest in workshops and classes, your team’s skills will improve only if they have time to practically apply their new skills and if they make the effort to learn.

Growth

Perseverance is key. Your team must not give up on hurdles but find a way around them, troubleshoot and overcome difficulties. It is only with this dedicated effort and time that a company can grow.

In such cases, if you were to only pump money into the company, the company may suddenly have a growth spurt, however, this may be short-lived.

When MONEY is critical?

It’s true, money can’t buy success, but, it sure can help! There are some stages of a company’s growth where having money gives you a step up. In such cases, no amount of effort or time can compensate for money.

💡 Are you looking for Coworking space in Gurgaon, Noida or Delhi?. We are just a call away.
Call now: 08999 828282

Expanding Reach

Word of mouth is a great way to promote a brand but it has its limitations. When it comes to expanding your customer base, the more money you invest, the wider your reach will be. In such cases, time and effort are superseded by the funds available. Investing in the right advertisement campaigns can help you target the right customers, generate leads and convert sales.

Professionalism

Bootstrapped companies have to take a DIY approach to most things. It isn’t uncommon for the same person to design products, handle sales and even make cold calls. This isn’t the most efficient use of the individual’s time. The outcome is also usually not as good as it would have been if you had been able to hire a professional.

When the company has access to sufficient funds, you can streamline efforts and hire the right people for each role. This gives the company and its services a more professional appeal.

When EFFORT count more than money or time?

A business may be backed by wealthy investors who give it all the time in the world to grow, however, unless the team puts in a lot of effort, success may be hard to come by. Let’s take a look at 2 scenarios where effort makes more of a difference than time or money.

Customer Relationships

The most successful companies can all boast of great customer relationships. Why are people more willing to shop from Amazon rather than a local reseller – because Amazon delivers products quickly, accepts returns, etc. – all customer friendly services.

Building a strong relationship with customers does not depend on money as much as it does on effort. There’s an effort involved in personalizing approaches, designing customer-friendly policies, making the company accessible, etc.

Also Read: Things Employers Can Do to Increase Employee Productivity

Opportunity Spotting

Entrepreneurs must be able to identify opportunities and build on them. You must be able to spot these emerging opportunities, analyze how they might affect your business and take necessary steps to benefit from them.

You could spend money and hire someone else to do this but there too, your money would be effectively spent only if the person you hire puts in an effort towards identifying the right opportunities for your business.

💡 Are you looking for Coworking space in Gurgaon, Noida or Delhi?. We are just a call away.
Call now: 08999 828282

Our Two Cents

In short, growing businesses need money, time and effort to be efficiently invested. Take your office space for example. While ‘location’ is an important consideration, it may not make sense to overstep your budget just to have a swanky office. Similarly, there’s no sense in renting a traditional office that fits your budget but requires you to commute 1 ½ to 2 hours from your home on public transport (wasted effort, isn’t it).

In both cases, your time, effort and money may be put to better use by joining a Neighborhood Coworking Space. Don’t you agree?

BOOK A COWORKING TOUR