Safety, Professional Conduct & POSH Policy

Our commitment to a safe, respectful, inclusive, professional, and harassment-free environment for everyone.

1. Core Principles

All persons covered by this policy are expected to uphold the following principles:

• Respect — Treat every individual with dignity, courtesy, and professionalism, regardless of role, seniority, background, or identity.
• Safety — Ensure that all environments — physical and digital — are free from threats, intimidation, and harm.
• Inclusion — Welcome and value people of all backgrounds, identities, cultures, languages, and perspectives. Do not exclude or marginalise anyone.
• Professionalism — Maintain appropriate standards of behaviour, communication, and accountability in all TaskVeda-related interactions.
• Equal Treatment — Apply standards consistently and without favouritism. No individual is above the policy.
• Privacy — Respect personal boundaries, private information, and the right to confidentiality.
• Confidentiality — Handle sensitive information — including complaint-related information — with discretion and only share it as necessary for legitimate purposes.
• No Retaliation — Never penalise, intimidate, or take adverse action against someone for raising a genuine concern, participating in an inquiry, or supporting a complainant.
• Fairness and Due Process — Ensure that every person — complainant and respondent alike — is treated fairly, heard respectfully, and given a reasonable opportunity to present their perspective.

2. Scope

Who This Policy Applies To

This policy applies to all of the following persons when acting in a capacity connected to TaskVeda:

• Employees (full-time, part-time, and contractual)
• Interns
• Mentors and trainers
• Volunteers
• Campus ambassadors
• Guest speakers and panelists
• Contractors, vendors, and service providers
• Programme and bootcamp participants
• Community members
• Any other individual interacting with TaskVeda in an official or semi-official capacity

Where This Policy Applies

This policy applies across all environments and platforms used for TaskVeda-related interactions, including but not limited to:

• Online meetings and classes (Google Meet, Zoom, or equivalent platforms)
• Community groups (WhatsApp, Telegram, Discord, Slack, or equivalent platforms)
• The TaskVeda website and any hosted platforms
• Email communications related to TaskVeda programmes
• Direct messages (DMs) sent in connection with TaskVeda programmes or community
• In-person events, workshops, meetups, and bootcamps organised by TaskVeda
• Social media interactions conducted in a TaskVeda-connected capacity

3. POSH — Prevention of Sexual Harassment

What Is Sexual Harassment?

Sexual harassment includes any unwelcome behaviour of a sexual nature that undermines a person's dignity, creates an intimidating, hostile, humiliating, or offensive environment, or interferes with their ability to participate fully in TaskVeda programmes or perform their role.

Under the POSH Act, sexual harassment includes (but is not limited to) the following, whether occurring in person or through digital means:

Physical Conduct

• Unwelcome physical contact — including touching, patting, pinching, brushing against someone's body, or any other physical contact of a sexual nature.
• Blocking someone's movement or physically intimidating them.
• Physical assault or any act of violence with sexual overtones.

Verbal Conduct

• Sexually coloured remarks, comments about someone's body, appearance, or dress.
• Sexual jokes, innuendos, or suggestive remarks.
• Unwelcome enquiries about a person's private or sexual life.
• Repeated unwelcome comments about physical appearance.

Written / Digital Communication

• Sending sexual messages, emails, or texts — whether public or private.
• Sharing or requesting sexually explicit images, videos, or links.
• Posting sexually suggestive or explicit content in community groups, chats, or forums.

Unwelcome Advances and Pressure

• Unwelcome sexual advances — whether or not accompanied by an explicit threat or promise.
• Repeated unwanted invitations for dates, meetings, or personal interaction after being declined.
• Pressuring someone to socialise, meet privately, or engage in personal communication of a romantic or sexual nature.
• Using a position of authority (e.g., mentor, trainer, admin) to seek romantic or sexual favours.

Hostile Environment

• Any conduct — even if not directed at a specific person — that creates an atmosphere that is intimidating, hostile, humiliating, or offensive from the standpoint of sexual dignity.
• Patterns of behaviour that, taken together, constitute sexual harassment even if individual acts may appear minor in isolation.

Online Sexual Harassment

• All of the above forms of conduct apply equally in digital and online spaces.
• Doxxing someone's personal information with sexual or threatening intent.
• Cyberstalking, persistent unwanted messaging, or monitoring someone's online presence without consent.

4. Workplace POSH Compliance

Statutory Framework

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the Rules thereunder (the "POSH Act") require certain employers to:

• Constitute an Internal Committee (IC) at each office or institution, where the employer has ten or more employees.
• Adopt a policy against sexual harassment.
• Conduct awareness programmes and training.
• Facilitate the filing of complaints before the IC or the Local Committee (LC) as applicable.

TaskVeda complies with these obligations to the extent applicable to its operations.

Internal Committee (IC / ICC)

Purpose: The Internal Committee is constituted to receive, inquire into, and make recommendations on complaints of sexual harassment at the workplace, in accordance with the POSH Act.

Composition: The IC shall be constituted in accordance with Section 4 of the POSH Act and shall comprise:

• Presiding Officer — [Presiding Officer — senior woman employee], TaskVeda employee
• External Member — [External Member], nominated from a body or NGO committed to the cause of women / an expert on POSH
• Member — [Member], TaskVeda employee
• Member — [Member], TaskVeda employee

At least one member shall be from an NGO or organisation committed to the cause of women, as required by the POSH Act. The identities and contact details of IC members shall be made available to all employees and displayed on the TaskVeda website or internal platform.

Inquiry Process

The IC shall follow a fair inquiry process that includes:

1. Receipt and registration of the complaint.
2. Notification to the respondent with a copy of the complaint.
3. Opportunity for the respondent to submit a written response.
4. Collection of evidence, statements, and documentation.
5. Conducting hearings with due regard to principles of natural justice.
6. Completion of the inquiry within 90 days from receipt of the complaint.
7. Submission of a report containing findings, reasons, and recommendations to the employer within 10 days of completion.
8. Employer taking action on the recommendations within 60 days of receipt of the report.

External Remedies

Any person aggrieved by sexual harassment may file a complaint with the Local Committee (LC) constituted by the appropriate District Magistrate under the POSH Act, or with the police under applicable criminal law. TaskVeda shall not obstruct any person from exercising these rights.

5. Community & Bootcamp Code of Conduct

Not every problematic interaction constitutes sexual harassment. TaskVeda maintains the following Code of Conduct to address the full range of behaviours that may occur across its programmes and communities.

Prohibited Conduct

Bullying and Intimidation

• Repeatedly mocking, belittling, or targeting an individual in a manner intended to cause distress.
• Using threats — whether verbal, written, or implied — to intimidate, coerce, or control another person.
• Engaging in aggressive, hostile, or menacing behaviour.

Harassment (Non-POSH)

• Repeated unwanted contact, messages, or invitations after being asked to stop.
• Unsolicited personal DMs that are intrusive, inappropriate, or unwelcome.
• Continuing to interact with someone who has clearly indicated they do not wish to engage.

Discriminatory or Hate Conduct

• Derogatory, demeaning, or threatening remarks based on gender, religion, caste, community, ethnicity, race, language, culture, nationality, age, disability, sexual orientation, gender identity, appearance, personal choices, or any other characteristic protected by applicable law.
• Using slurs, stereotypes, or generalisations in a demeaning manner.

Sexual or Romantic Pressure

• Making sexual or romantic advances toward programme participants, mentees, or others in a professional or educational relationship — particularly where there is a power or authority imbalance.

Invasion of Privacy

• Sharing private photos, screenshots, messages, or personal information of another person without their explicit consent.
• Doxxing — publishing or distributing someone's personal information without consent.

Humiliation and Disruption

• Deliberately humiliating, embarrassing, or shaming another participant, mentor, or community member in any setting.
• Disruptive behaviour that interferes with the conduct of a session, workshop, or community activity.

6. Camera, Privacy & Personal Boundaries

• Mentors and trainers may encourage camera use to facilitate engagement, but no participant should be pressured, shamed, or penalised for keeping their camera off.
• Participants may have legitimate personal, cultural, religious, privacy, accessibility, or environmental reasons for keeping their camera off — these should be respected without requiring disclosure.
• Participants should not be pressured to reveal private, sensitive, or personal information.
• No participant should be mocked, targeted, or made to feel uncomfortable because of their clothing, hairstyle, physical appearance, cultural attire, background, or personal choices.
• Recording, photographing, or screenshotting participant content requires appropriate consent. If a session is being recorded, participants should be informed in advance.

7. Professional Communication

Communication Standards

All TaskVeda-related communication should be respectful, professional, clear, constructive, and appropriate to the platform and context.

Platform-Specific Guidance

• WhatsApp / Telegram / Discord / Community Groups — Stay on-topic. Respect group norms. Avoid personal attacks. Do not spam.
• Email — Use professional language. Avoid all-caps or aggressive phrasing. Respond within a reasonable timeframe.
• DMs / Private Messages — Keep professional. Do not send unsolicited personal messages. Respect boundaries.
• Live Sessions — Mute when not speaking. Be respectful. Avoid derailing or dominating sessions.
• Mentor-Participant Communication — Keep interactions professional and focused on learning and development.

Disagreements and Feedback

• Disagreements are natural and healthy. They should be raised respectfully and constructively.
• If you disagree with a mentor decision, raise the concern privately through the appropriate channel.
• Public arguments, personal attacks, or prolonged disruptive debate in community spaces are not appropriate.

8. Participation & Fairness

TaskVeda programmes typically involve interactive sessions with limited time. Not every participant may be able to speak or participate in every session. Mentors may rotate participation, select volunteers, manage time, and prioritise participation where most relevant.

If a participant feels they are being unfairly excluded, they should raise the concern respectfully through the appropriate channel rather than making public accusations.

9. Reporting a Concern

What Can Be Reported

• Sexual harassment (including conduct falling under the POSH Act)
• Bullying, intimidation, or threatening behaviour
• Discriminatory or hateful conduct
• Unwelcome or inappropriate contact or communication
• Any other conduct that violates this policy or causes personal distress
• Retaliation in connection with a previous report or inquiry

How to Report

Reports may be submitted through any of the following channels:

• POSH / Internal Committee (for employees): [POSH/IC EMAIL]
• General Conduct Concerns (all persons): [GENERAL CONDUCT EMAIL]
• Designated TaskVeda Contact: [DESIGNATED TASKVEDA CONTACT — Name, Role, Email]
• In person / verbally: To any TaskVeda mentor, administrator, or designated contact — who shall promptly escalate

Emergency Situations

If any person is in immediate danger, contact local law enforcement (Police — 100 / 112) or emergency services (Ambulance — 108) as appropriate, and simultaneously notify TaskVeda's designated contact.

10. Complaint Handling Process

1. Report Received — Report is submitted through any of the channels described above.
2. Acknowledgment — The report is acknowledged promptly (typically within 2–3 business days).
3. Initial Assessment — The report is reviewed to determine scope and appropriate handling mechanism.
4. Appropriate Committee / Person Assigned — The POSH IC, community conduct reviewer, or another appropriate person is assigned.
5. Information / Evidence Collected — Statements from the complainant, respondent, and any witnesses are gathered.
6. Parties Given a Fair Opportunity to Respond — Both parties are given a fair opportunity to present their perspective.
7. Review / Inquiry — A thorough and impartial review of all available information is conducted.
8. Decision — A decision is reached regarding whether the policy has been violated.
9. Appropriate Action — Proportionate action is taken (see Section 13).
10. Closure — The matter is formally closed and the parties are informed of the outcome.
11. Follow-Up — Where appropriate, follow-up is conducted to ensure implementation and absence of retaliation.

Timelines: POSH matters (employees): IC inquiry within 90 days, report within 10 days, employer action within 60 days. Community conduct matters: generally within 30 days, subject to complexity.

11. Confidentiality & Privacy

• All complaints, inquiries, and related proceedings shall be treated with the highest degree of confidentiality consistent with the need to conduct a fair inquiry.
• Information will only be shared with individuals who have a legitimate need to know.
• The identities of the complainant, respondent, and witnesses shall not be publicly disclosed.
• Absolute confidentiality cannot be guaranteed in all cases — for example, where law requires disclosure, or where disclosure is necessary for the conduct of the inquiry.
• Breach of confidentiality by any party may itself constitute a violation of this policy.

12. Non-Retaliation

Retaliation against any person for making a genuine complaint, participating in an inquiry, providing information, or supporting a complainant is strictly prohibited.

Retaliation includes, but is not limited to:

• Threatening, intimidating, or harassing a person who has made or supported a complaint.
• Excluding a person from programme activities, community groups, or professional opportunities because they reported a concern.
• Making adverse comments, social media posts, or community discussions about a person for having reported a concern.

Retaliation is treated as a serious violation of this policy and may itself result in disciplinary or administrative action.

13. Disciplinary / Administrative Action

Depending on the severity, frequency, context, available evidence, impact, and applicable rules and law, possible actions include:

• Informal warning
• Formal written warning
• Restriction from community activities
• Removal from a session
• Removal from a programme
• Suspension of community access
• Termination of engagement (for employees or contractual relationships)
• Referral to authorities (where conduct may involve criminal activity)
• Other appropriate action

Not every complaint will result in disciplinary action. The outcome will be proportionate to the findings.

14. Emergency & Serious Misconduct

Certain situations may require immediate escalation, including threats of physical violence, stalking, serious sexual harassment or assault, conduct that may constitute a criminal offence, or any situation where a person's immediate safety is at risk.

In such cases, contact emergency services (Police — 100 / 112; Ambulance — 108) if there is immediate danger, and simultaneously escalate to TaskVeda's designated contact. TaskVeda may take immediate interim measures pending a full inquiry.

15. Mentor & Administrator Responsibilities

• Maintain professionalism in all interactions with participants and colleagues.
• Avoid favouritism — treat all participants fairly and equitably.
• Avoid inappropriate private interactions — maintain appropriate professional boundaries.
• Respect participant boundaries — do not pressure participants regarding camera use, personal information, or social interaction.
• Avoid discriminatory comments — maintain an inclusive and respectful environment.
• Handle disagreements calmly — model respectful communication and de-escalate situations.
• Escalate serious complaints — promptly report any serious misconduct to the appropriate TaskVeda contact or committee.
• Avoid retaliation — never take adverse action against a person for raising a concern.

16. Participant Responsibilities

• Communicate respectfully and professionally in all TaskVeda-related interactions.
• Follow community rules and guidelines.
• Respect the boundaries, privacy, and dignity of other participants, mentors, and TaskVeda representatives.
• Avoid harassment, bullying, discrimination, or any other conduct prohibited by this policy.
• Raise concerns through appropriate channels rather than making public accusations.
• Respect the privacy of mentors, fellow participants, and TaskVeda representatives.
• Cooperate with the complaint handling process where involved.

17. Digital Safety

• Respect the privacy of all persons. Do not share or distribute private information without explicit consent.
• Avoid taking screenshots or recordings without the knowledge and consent of the relevant persons.
• Do not share your own or others' personal information in community spaces without appropriate consent.
• Do not impersonate another person, a TaskVeda representative, or use a misleading identity.
• Cyberbullying — including online harassment, threats, doxxing, or coordinating negative attention against an individual — is prohibited.
• Do not share content from TaskVeda community spaces on external platforms without appropriate consent and authorisation.

18. Accessibility & Inclusion

• TaskVeda is committed to providing reasonable and respectful accommodation for legitimate accessibility, privacy, cultural, religious, and personal circumstances, where feasible.
• TaskVeda does not make assumptions about individuals based on their identity, background, or personal circumstances.
• TaskVeda programmes aim to be inclusive of persons across diverse backgrounds, identities, abilities, and perspectives.

19. False or Malicious Complaints

• A complaint that cannot be substantiated after a fair inquiry is not the same as a false or malicious complaint.
• Action may be taken against a person who is found, through an appropriate process, to have made a complaint that is deliberately false and fabricated, and made with the knowledge that it was untrue, for the purpose of maliciously targeting another person.
• This provision is not intended to discourage genuine reporting. TaskVeda recognises that complaints may sometimes be difficult to prove, and that the absence of proof does not warrant punishment of the complainant.

20. Governance

• Policy Owner: Rohit Gallipalli, Founder & CEO
• Responsible Committee (POSH): Internal Committee (IC) — as constituted under Section 4
• Review Cycle: Annually, or sooner if triggered by legal change, incident, or organisational change
• Training & Awareness: TaskVeda shall ensure that all employees, mentors, trainers, and administrators are informed of this policy. Community members and programme participants shall be informed at the point of onboarding or programme commencement.

21. Employee / Participant Acknowledgment

22. Legal Review Checklist Before Implementation

Before formally adopting this policy, TaskVeda should have the following items reviewed by an India-qualified employment / POSH lawyer or experienced HR professional:

• Confirm that the POSH IC composition complies with Section 4 of the POSH Act and applicable rules.
• Verify that the IC inquiry process, timelines, and reporting obligations align with Sections 5–13 of the POSH Act.
• Confirm that the employer's obligations under the POSH Act (display of policy, IC constitution, annual reporting to the District Officer, etc.) are addressed.
• Review the policy's definition of "workplace" to ensure alignment with the POSH Act.
• Confirm that the policy addresses the distinction between employees and non-employees.
• Review the complaint handling process for compliance with principles of natural justice.
• Confirm that the non-retaliation provisions are consistent with applicable law.
• Review the disciplinary/administrative actions for proportionality and legal compliance.
• Verify that confidentiality provisions do not conflict with legal reporting obligations.
• Review the overall language and tone to ensure clarity, professionalism, and legal soundness.

22. Contact Information