Northline Analytics Private Limited
Plot No. 8, Phase 8-B, Industrial Area, S.A.S. Nagar (Mohali) 160055
Date: 1 April 2026
POLICY ON THE PREVENTION OF SEXUAL HARASSMENT OF WOMEN AT THE WORKPLACE
- 1. Our commitment. Northline Analytics Private Limited (the Company) does not tolerate sexual harassment of any person at work. Every woman working here, in any capacity, has the right to a workplace free of it. This policy is made under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and its Rules (the Act).
- 2. Who it covers. It covers all employees, whether regular, contract, temporary, trainee or intern, and any visitor, client or vendor's staff who deals with the Company at the Mohali office and factory, and any place visited in the course of work, including travel arranged by the Company.
- 3. What it means. Sexual harassment includes unwelcome physical contact or advances, a demand or request for sexual favours, sexually coloured remarks, showing pornography, and any other unwelcome physical, verbal or non-verbal conduct of a sexual nature, in person or by phone, message or email. The Act's own definition governs where it differs from this summary.
- 4. How to complain. An aggrieved woman may complain in writing to the Internal Committee at: ic@northline.example, Room 12, first floor. If she cannot write, a member of the Committee will help her put it in writing. The complaint should be made within three months of the incident or the last of a series of incidents; the Committee may extend this for reasons it records in writing, as the Act allows.
- 5. What the Committee does. The Committee may, if the woman asks, first try to settle the matter by conciliation, but no money may be fixed as the settlement. Otherwise it inquires into the complaint, hearing both sides and recording its reasons. The inquiry is to be completed within ninety days, and the Committee gives its report within ten days after that. The Company acts on the report within sixty days.
- 6. Interim relief. While the inquiry is pending, the Committee may recommend that the complainant be given leave, or be moved, or that the respondent be moved, as the Act allows.
- 7. Outcome. If the allegation is proved, the Company will take action under its service rules or the law, which may include a written warning, withholding of increments, or termination, and deduction of compensation from the respondent's wages where the Act provides. If it is not proved, no action is taken against the complainant; a complaint is penalised only if it is shown to be knowingly false.
- 8. Confidentiality and protection. The names and details of the parties and witnesses, and the Committee's proceedings, are kept confidential and are not made public. No one will be victimised for making a complaint or for giving evidence in good faith.