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As a responsible and progressive engineering consultancy, Balaji Railroad Systems Limited (BARSYL) is strictly compliant with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (Act No. 14 of 2013). We maintain a zero-tolerance policy against any form of harassment, intimidation, or discrimination across all corporate headquarters, regional offices, and global rail project sites.
At BARSYL, we prioritize the well-being and dignity of our employees, regardless of gender, and have implemented robust policies, procedures, and mechanisms to prevent and address any incidents of sexual harassment. We have a zero-tolerance policy towards any form of harassment or discrimination, and our internal processes are designed to ensure confidentiality, sensitivity, and prompt action in case of any complaints.
We are committed to fostering a culture of respect, inclusivity, and equality, and we believe that every employee has the right to work in a safe and harassment-free environment. Our POSH compliance reflects our unwavering commitment to creating a workplace that promotes dignity, respect, and gender equality for all employees.
We have a comprehensive policy framework in place that outlines the standards of behavior expected from all employees, defines sexual harassment, and provides the process for filing complaints.
We have a duly constituted Internal Complaints Committee (ICC) in line with the requirements of the POSH Act, comprising external legal/NGO members and internal leaders who are trained to handle complaints in a fair, impartial, and confidential manner.
We conduct regular awareness programs and training sessions for all employees to educate them about their rights, responsibilities, and the importance of creating a safe and respectful work environment.
We have a well-defined complaint redressal process that allows employees to report any incidents of sexual harassment without fear of retaliation, and ensures timely investigation, resolution, and appropriate action.
We provide comprehensive support and assistance to employees who have experienced sexual harassment, including professional counselling, legal guidance, and strict protection against victimization.
We conduct regular audits to ensure ongoing compliance with the POSH Act and make necessary improvements to our policies and processes as needed, submitting mandatory annual reports to statutory authorities.
Unwelcome physical contact, advances, sexually colored remarks, jokes, display of pornography, or any physical or verbal conduct of a sexual nature.
Implied or explicit promises of preferential employment treatment or threats of detrimental career action in exchange for sexual favors.
Any conduct that creates an intimidating, offensive, or humiliating environment that interferes with an individual's professional performance.
Protection extends to railway track alignments, construction sites, metro stations, depot yards, and international client project offices.
Company-provided transportation, business travel accommodations, client meetings, conferences, and off-site corporate seminars.
Video conferencing (Teams/Zoom), official emails, messaging platforms (WhatsApp/Slack), and all remote/hybrid work channels.
At BARSYL, compliance is not just on paper—it is practiced through structured workforce workshops, leadership sensitization conclaves, and gender-neutral ethics seminars held across our engineering teams.
Senior executive briefings on gender sensitivity and ethical workplace governance.
Mandatory induction and refresher sessions on employee rights and reporting channels.
Fostering gender parity and leadership across multidisciplinary railway consulting practices.
Written complaint submitted by the aggrieved individual to the Internal Committee within 3 months of the incident.
IC issues notice to the respondent within 7 working days. Voluntary conciliation explored at complainant's request (no monetary settlement permitted).
Independent inquiry conducted following Principles of Natural Justice with full civil court discovery powers.
IC may recommend paid leave up to 3 months, project transfer, or supervisory reassignment during an active inquiry.
Comprehensive report with findings and recommendations submitted to Management and both parties within 10 days of inquiry closure.
Management acts upon IC recommendations within 60 days. Statutory appellate window available under Section 18.
If you have experienced or witnessed any form of sexual harassment, you can submit a confidential written complaint directly to the Internal Committee. Your identity will remain strictly protected under Section 16.
Access official statutory documentation, the comprehensive BARSYL POSH Policy Handbook, or file through the Government of India's centralized SHe-Box electronic portal.