Joy Nepal is unwavering in its commitment to cultivating a secure, inclusive, and respectful workplace for all employees. Our comprehensive anti-harassment policy serves to prevent and address all forms of discrimination, including sexual harassment. These guidelines outline clear procedures for reporting incidents and underscore our dedication to supporting victims throughout the resolution process.
At Joy Nepal, we maintain a zero-tolerance stance against workplace harassment, reflecting our core values of mutual respect, collaboration and inclusive workplace. Any instance of harassment contradicts these principles and will be treated as a severe violation. This detailed guide aims to equip individuals with a comprehensive understanding of the diverse behaviors constituting sexual harassment, fostering a workplace culture of awareness and prevention.
DEFINING HARASSMENT:
Harassment encompasses various behaviors that degrade, humiliate, or embarrass individuals, deviating from social, cultural and moral norms. These behaviors may be disturbing, threatening, or upsetting, creating a hostile, intimidating, or humiliating environment. Harassment can manifest physically, verbally, non-verbally, or through inadvertent actions.
GUIDE FOR EMPLOYEES:
This guide is designed to empower employees of Joy Nepal in understanding their professional and legal obligations to protect against sexual harassment. It equips them to identify, prevent, and address sexual harassment within our organization. The guide covers:
UNDERSTANDING SEXUAL HARASSMENT BEHAVIORS:
Delve into the intricacies of sexual harassment by exploring distinct categories of behaviors. This comprehensive breakdown covers various dimensions, helping individuals identify and comprehend the nuances of inappropriate conduct. The following subheadings provide detailed descriptions for each category:
PHYSICAL CONDUCT:
Explore unwelcome physical contact, including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching. Understand the severity of physical abuse or violence, including sexual assault. Recognize the misuse of job-related threats or rewards to solicit sexual favors.
VERBAL CONDUCT:
Examine comments based on personal characteristics such as sexual orientation, religious beliefs, race, origin, ethnicity, physical & mental disability, private life, appearance, age, gender, income, etc. Understand the impact of offensive language, taunts, innuendo, and insults. Recognize severe conduct, including intimidation, bullying, and abuse of power and authority. Explore the implications of sexual advances, gender suppression, voicing out, repeated and unwanted communication requests, unwelcome social invitations for dates or physical intimacy, and derogatory comments on looks, dress, sexuality, or gender.
NON-VERBAL CONDUCT:
Understand the significance of displaying sexually explicit, pornographic, or suggestive material. Explore the implications of sending undesirable sexually explicit messages and engaging in sexually suggestive gestures, whistling, leering, or winking.
INADVERTENT HARASSMENT:
Learn about situations where individuals unknowingly engage in harassing behavior and the importance of informing and addressing it, preferably through email for documentation purposes. Understand the caution against using this approach when a person of authority is the perpetrator.
VIRTUAL HARASSMENT:
Explore the realm of unwanted offensive comments or messages through social networks like Facebook and Twitter. Understand the implications of cyber stalking, including following and intimidating colleagues online. Examine the concept of sexting and textual harassment, involving inappropriate messages exchanged between employees.
EMPOWERING REPORTING AND ENSURING ACCOUNTABILITY:
Discover the robust reporting mechanisms in place at Joy Nepal to address and eradicate harassment. This section emphasizes the importance of creating a culture where employees feel secure reporting incidents without fear of retaliation. Explore the guidelines outlined in the Sexual Harassment at Workplace Prevention Act, 2015, enacted by the Government of Nepal, ensuring both internal and external complaint mechanisms.
INTERNAL COMPLAINT MECHANISM:
Understand the steps to report harassment within the organization. Employees are encouraged to report harassment promptly to the Head of Department (HOD). In cases where there is no response within 24 hours or if uncomfortable speaking with a male HOD, employees are empowered to contact a manager or senior executive of Joy Nepal. This ensures a swift and supportive response to address reported incidents.
EXTERNAL COMPLAINT MECHANISM:
Learn about the external avenues available for addressing harassment concerns. The Chief District Officer (“CDO”) of the concerned district serves as the initial complaint handling authority for those dissatisfied with the internal process. This external mechanism provides an additional layer of accountability to ensure fair and just resolution.
PROHIBITION OF ONLINE HARASSMENT:
Explore Joy Nepal’s commitment to preventing online harassment under any circumstances. This policy extends to employee training sessions that define all forms of harassment via electronic communication. Employees are reminded that communications between two employees are not private, emphasizing the importance of responsible and respectful online behavior.
EMPLOYEE TRAINING INITIATIVES:
Gain insights into Joy Nepal’s proactive approach to employee training. Discover the comprehensive programs designed to define all forms of harassment via electronic communication. Employees are reminded of the policies in place, fostering a deeper understanding of the organization’s commitment to creating a safe and respectful workplace. These training sessions contribute to building awareness and preventing incidents of harassment.
This section elucidates Joy Nepal’s dedication to creating a workplace where reporting harassment is encouraged, and robust mechanisms are in place to ensure accountability and foster a culture of respect.
REPORTING HARASSMENT:
Joy Nepal employees should not fear reporting harassment. There is no retaliation for reporting. The Sexual Harassment at Workplace Prevention Act, 2015, enacted by the Government of Nepal, provides both internal and external complaint mechanisms.
INTERNAL COMPLAINT MECHANISM:
दर्ता नं. : ४३३४–२०८०/२०८१