Our Code of Conduct and Ethics governs our inclusion strategy. A key tenet of the code of conduct and ethics is respecting each other through creating an equal opportunity workplace, ensuring equal pay for equal work, free of discrimination and harassment. We do not discriminate or allow harassment on the basis of race, color, religion, disability, gender, national origin, sexual orientation, gender identity, gender expression, genetic information, military status or any other legally protected status.
PISOFTEK is committed to providing a safe and positive work environment. In keeping with this philosophy, the organization envisages an open-door policy. Employees also have access to several forums where they can highlight matters or concerns faced at the workplace. This is achieved through a well-established and robust grievance resolution mechanism comprising ‘resolution hubs.’ Resolution hubs adhere to the principles of natural justice, confidentiality, sensitivity, non-retaliation and fairness while addressing concerns. The concerns are handled with a lot of sensitivity, while delivering timely action and closure. A detailed investigation process ensures fairness for all involved, with an opportunity to present facts and any material evidence.
HEARME is a initiative that fosters healthy employee relations by giving our employees a neutral platform ‘to be heard’ and in building the ‘speak- up culture’. The HEARME initiative is managed by employee that have the expertise to manage employee concerns and includes senior leaders from business. An employee can raise a complaint on the Internal ticketing tool . There is also the email@example.com email ID to write to. The grievance redressal team adheres to strict SLAs including 24 hours to acknowledge receiving a complaint from an employee and 21 calendar days for closure of the issue. The Corporate HEARME forum presents its report to the Audit Committee of the Board every quarter
The Company’s assurance to its employees towards providing a harassment-free workplace is reflected in our key initiative, ASHI (Anti-Sexual Harassment Initiative). As per the Act in India, the Company has constituted Internal Committee (“IC”) in all the OFFICES of the Company across India, for redressal of sexual harassment related matters reported by women employees.
We also have a strong governance mechanism in the form of GRB (Grievance Redressal Body), to define, interpret and implement the ASHI initiative and is accountable for administering the policy centrally. GRB comprises of Internal senior members, and the Investigative Team. We follow a gender-neutral approach in redressal of all such complaints.
Upon receiving a sexual harassment complaint, an immediate acknowledgement is sent to the complainant and the complainant is contacted within 24 hours, before it is taken up for a formal redressal process in line with the POSH Act and company’s policy on Anti-Harassment. We have stringent internal timelines of 45 days for closure of such concerns.
Complaints received are classified and appropriate disciplinary action is taken ranging from a warning to termination of employment, as the case may be.