1. Our Commitment
RBV Lifestyle Private Limited, trading as RANNG ("RANNG," "we," "us"), is committed to providing a safe workplace, free from sexual harassment, for every woman working at or visiting our premises, consistent with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ("POSH Act") and its rules. We have zero tolerance for sexual harassment in any form.
2. Scope
This policy applies to all women employees (permanent, temporary, contractual, trainee, or apprentice), and extends to protect any woman visiting RANNG's premises in a work-related capacity, including clients, suppliers' representatives, contractors, and job applicants, at every location where RANNG operates.
3. What Constitutes Sexual Harassment
Sexual harassment includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication): physical contact and advances; a demand or request for sexual favours; sexually coloured remarks; showing pornography; or any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature. It also includes circumstances such as an implied or explicit promise of preferential treatment, an implied or explicit threat of detrimental treatment, an implied or explicit threat about present or future employment status, interference with work or creating an intimidating or hostile work environment, or humiliating treatment likely to affect health or safety.
4. Where This Can Happen
This policy covers conduct at RANNG's premises, at any location visited by an employee arising out of or during employment (including work travel), and using any mode of transportation provided by RANNG for the purpose of employment.
5. Internal Committee (IC)
RANNG has constituted an Internal Committee under Section 4 of the POSH Act to receive and address complaints. The IC is composed as follows:
Presiding Officer: AKSHAY BATRA, CEO
Members:
- VANDNA KHERA, CO-FOUNDER / Co-Founder — Design, Merchandising & Production
- SEEMA BATRA, Co-Founder — Accounts, HR & Administration
- AABHA KANTRO, HEAD OF HR & Administration
External Member: NOT DISCLOSED FOR MEMBER PRIVACY
6. How to Raise a Complaint
A woman who has experienced sexual harassment may submit a written complaint to the IC within 3 months of the incident (extendable by the IC for reasons recorded in writing). Where the woman is unable to make the complaint in writing, the IC will render reasonable assistance. A complaint may also be made by a legal heir or such other person as may be prescribed, where the aggrieved woman is unable to do so herself.
7. The Inquiry Process
On receipt of a complaint, the IC will:
• Attempt conciliation if requested by the complainant, before initiating an inquiry (note: no monetary settlement may be made as the basis of conciliation).
• Where conciliation is not pursued or fails, proceed with an inquiry, giving both parties a reasonable opportunity to be heard.
• Complete the inquiry within 90 days of the complaint being filed.
• Submit its report to RANNG's employer/management within 10 days of completing the inquiry, with recommendations.
• RANNG will act on the IC's recommendations within 60 days of receiving the report.
8. Interim Relief
During the pendency of an inquiry, the IC may recommend interim measures, including transfer of either party, granting leave to the complainant (up to 3 months, in addition to leave otherwise available), or restraining the respondent from reporting on the complainant's work performance.
9. Confidentiality
The identity of the complainant, respondent, witnesses, and details of the complaint and inquiry are kept confidential, as required under Section 16 of the POSH Act. Breach of this confidentiality requirement may itself result in disciplinary action.
10. Protection Against Retaliation
RANNG will not tolerate retaliation against anyone who raises a complaint in good faith, participates in an inquiry, or assists a complainant. Retaliation is a violation of this policy and may result in disciplinary action.
11. False or Malicious Complaints
Where the IC concludes that a complaint was made knowingly false or malicious, or that false or misleading evidence was produced, it may recommend action against the person who made the complaint or gave the evidence — but the mere inability to substantiate a complaint, or insufficient proof, does not by itself attract action under this section.
12. Consequences
Where the IC finds the allegation against the respondent proved, it will recommend action in accordance with RANNG's disciplinary rules, which may include a written apology, warning, reprimand, censure, withholding of promotion or pay rise, termination, or other action as recommended, and may also recommend the deduction of an appropriate sum from the respondent's salary to be paid to the complainant.
13. Training and Awareness
RANNG conducts periodic training and awareness sessions for employees and IC members, and displays the key terms of this policy at a conspicuous place at our facility as required under the Act.
14. External Escalation
If a complainant is not satisfied with the outcome of the internal process, or if RANNG has not constituted an IC, a complaint may be escalated to the Local Committee constituted by the relevant District Officer under the POSH Act.
15. Ownership and Review
This policy is owned by CEO and reviewed at least annually, or whenever the POSH Act, its rules, or the IC's composition changes.
Next scheduled review: 15/12/2026.
RBV Lifestyle Private Limited (RANNG)
PLOT NO 326, UDYOG VIHAR PHASE IV
Phase IV, Sector 19,
122016, Haryana
GURUGRAM
भारत.