Objective and Scope
'There is no earth B' is committed to providing a safe, respectful, and inclusive workplace, free from any form of sexual harassment. This policy aims to prevent sexual harassment, provide a clear complaint process, and ensure fair redressal.
This policy applies to all persons associated with 'There is no earth B', including employees, consultants, volunteers, interns, contractors, vendors, partners, and visitors, regardless of gender identity or sexual orientation. It covers all work-related contexts: 'There is no earth B' offices, remote work, online spaces, work travel, client or partner sites, work events, and company-provided transport.
'There is no earth B' has zero tolerance for sexual harassment, retaliation, or victimization of any complainant, respondent, or witness.
Key Definitions
Complainant: Any person (of any gender) who reports sexual harassment under this policy.
Respondent: The person against whom the complaint is made.
Workplace: Any physical or virtual place where work-related activities occur or are organized by 'There is no earth B'.
Sexual harassment includes one or more unwelcome acts or behavior of a sexual nature, whether direct or implied, such as:
Physical contact and advances, coerced or non-consensual sexual acts, blocking movement, stalking, or any physical act that creates a hostile environment.
Demands or requests for sexual favours, sexually coloured remarks, comments on appearance or body, offensive jokes or stories, repeated unwanted invitations, or verbal conduct that humiliates or intimidates.
Displaying or sending sexually explicit or suggestive material, offensive gestures or staring, sharing pornography or sexual content through any medium, or any non-verbal or digital conduct of a sexual nature.
Sexual harassment may be a single incident or a pattern of behaviour and is assessed by its impact on the complainant, not the respondent’s intent.
Circumstances that may amount to sexual harassment include implied or explicit promises of preferential treatment, threats of detrimental treatment or dismissal, or behaviour that creates an intimidating, hostile, or offensive work environment.
Internal Complaints Committee (ICC)
'There is no earth B' has constituted an Internal Complaints Committee (ICC) as required by law. The ICC includes a senior woman employee as Presiding Officer, comprising at least two members committed to gender justice or with social work/legal experience and one external member with expertise in sexual harassment or law.
If any ICC member is a complainant, respondent, witness, or has a conflict of interest, they will be recused for that case and a replacement may be assigned.
How to Make a Complaint
Any aggrieved person can make a written complaint to the ICC within 3 months of the last incident (extendable by 3 months in appropriate circumstances). If the complainant cannot write, the Presiding Officer or any ICC member will assist them.
Complaints can be made by:
The aggrieved person, or
In specified situations of incapacity or death, a relative, friend, co-worker, or any person with knowledge of the incident, with the aggrieved person’s or legal heir’s consent.
Mode of complaint:
Email a written complaint with details, documents, and witness names/contacts to the ICC at the notified email ID (e.g.,icc@thereisnoearthb.in).
The ICC will send a copy of the complaint to the respondent within 7 working days.
The respondent must submit a written response within 10 working days.
No party is allowed to be represented by a legal practitioner at any stage before the ICC, as per law.
Enquiry and Interim Measures
The ICC will conduct an impartial, confidential enquiry, following principles of natural justice and trauma‑informed, survivor‑sensitive processes.
Key aspects:
The ICC may call the complainant, respondent, and witnesses, and seek relevant documents.
The ICC will ensure that questions are respectful and that the respondent does not directly cross‑question the complainant; all communication is mediated by the ICC.
The enquiry should ordinarily be completed within 90 days.
If either party is absent for three consecutive hearings without sufficient cause, the ICC may proceed ex parte after ensuring absence is not due to intimidation or retaliation.
On a written request from the complainant, the ICC may recommend interim measures such as:
Transfer of the complainant or respondent.
Up to one month of additional leave for the complainant.
Temporary changes in reporting lines or restricted contact to prevent retaliation or a hostile environment.
The ICC will maintain strict confidentiality and store all records securely. The complainant will be informed about available criminal remedies and assisted in approaching the police if requested.
Conciliation
At the complainant’s request, the ICC may attempt conciliation before starting a formal enquiry.
Monetary settlement cannot be the basis of conciliation.
Conciliation must be voluntary, without force, fear, or undue influence.
If a settlement is reached, it is recorded, signed by both parties, and shared with management; the case is then closed, unless the respondent fails to comply, in which case the ICC resumes enquiry.
Findings and Actions
Within 10 days of completing the enquiry, the ICC will issue a written report of its findings to the employer and the parties.
Protection Against Victimization
'There is no earth B' will ensure that complainants, respondents, witnesses, and ICC members are not victimized or discriminated against for participating in a complaint.
Examples include ensuring:
A respondent who is a manager does not exercise authority over the complainant during the enquiry.
Alternative work arrangements when both parties work closely together.
Restricting access of an external respondent to 'There is no earth B' premises during enquiry.
Any intimidation, threats, or coercion during or after the process will attract separate disciplinary action.
False or Malicious Complaints
'There is no earth B' treats both sexual harassment and malicious complaints seriously.
If, after enquiry, the ICC concludes that a complaint was made with *malicious intent* or supported by forged or misleading documents, it may recommend action against the complainant or any witness who has given false evidence, following the same principles of fairness.
Inability to prove a complaint or lack of adequate evidence will *not* be treated as a false complaint, and employees are encouraged to report genuine concerns without fear.
Awareness, Training and Review
'There is no earth B' will:
Share this policy with all consultants and cover it during induction.
Display ICC details at a conspicuous place.
Conduct periodic awareness and gender‑sensitisation programmes, and may involve external experts or NGOs.
Provide access to counselling and other support services where needed.
The ICC will prepare an annual report with data on complaints, resolutions, pending cases, training, and actions taken, for inclusion in 'There is no earth B'’s annual reporting and statutory filings as applicable.
'There is no earth B' may amend this policy from time to time, in line with the law and organizational needs, and will inform teams of any changes.
