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DeloitteNet > About Deloitte > Policies > Administrative Policies (APRs) > 213 Harassment
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Human Resource Policy Administrative Policy Release213 (IND) Harassment Applicability: This Administrative Policy Release (APR) is in effect for Deloitte LLP's subsidiaries located in India. APR 213 (U.S.) is in effect for Deloitte LLP and its subsidiaries located in the U.S. APR 213 (MEX) is in effect for Deloitte LLP's subsidiaries located in Mexico. Date: August 2013 Supersedes: Administrative Policy Release 213, issued May 2013
Notice: This Administrative Policy Release ("APR") is in effect for Deloitte LLP and each of its subsidiaries located in the U.S. (collectively referred to as the " U.S.-based Firms" and individually referred to as a U.S.-based Firm"), in India (collectively referred to as the India Subsidiaries and individually referred to as an India Subsidiary) and in Mexico (collectively referred to as the Mexico Subsidiaries and individually referred to as a Mexico Subsidiary), to the extent this APR is applicable. Deloitte LLP and its subsidiaries located in the U.S., India and Mexico will be referred to collectively as the U.S. Firms and individually as a U.S. Firm. Unless the context requires a different meaning, references to "we," "our," or "the organization" are references to the applicable U.S. Firm(s) and its (or their) personnel. Each applicable U.S. Firm reserves the right to adopt, amend, or discontinue this APR as it may deem appropriate, at any time, in whole or in part, for any reason or in the absence of a particular reason, and without prior notice, consent, or approval. This APR also may apply to individuals who are not personnel of any U.S. Firm. Failure to comply with this APR may subject (i) personnel of the applicable U.S. Firm(s) to disciplinary action, up to and including termination of employment or severance of association, as the case may be, and (ii) individuals who are not personnel of any U.S. Firm, to appropriate action. This APR contains proprietary and confidential information of the applicable U.S. Firm(s). It is solely for use by and distribution to the individuals who are subject to this APR. Each applicable U.S. Firm has absolute discretion to make the sole and final determination as to any and all issues arising out of this APR, including, without limitation, issues pertaining to the personnel of such U.S. Firm. This APR is to be applied in accordance with U.S. and/or Mexico federal laws, India government laws, as well as state and local laws in the U.S., India, and/or Mexico, as appropriate. If you have any questions about this APR, including, without limitation, its applicability, please contact National Policy Development of Deloitte Services LP at US Policy (APRs). Additional Notice for U.S.-based Firms' personnel: This APR is not intended to, nor does it, constitute or create a contract or an enforceable promise of any kind on the part of any U.S.-based Firm. Nothing in this APR is intended to alter or affect the basis of employment with any U.S.-based Firm, which is employment at will.
.001 Introduction
This policy is divided into the following sections: .001 .002 .003 .004 Introduction Harassment-free Working Environment Complaint Procedure Talent Relations Representatives
For the purposes of this policy the following is defined: Personnel - all employees and directors of Deloitte LLP's subsidiaries located in India (India Subsidiaries) This policy covers the commitment of Deloitte LLP's subsidiaries located in India (India
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Subsidiaries) to providing a workplace free from harassment based on legally protected categories and details the procedures to report a harassment complaint.
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appropriate under the circumstances, up to and including termination of employment. Confidentiality for all parties involved will be respected to the utmost extent possible. APR 228 Non-Retaliation (U.S., IND & MEX) prohibits retaliation against individuals who in good faith have filed complaints of harassment, even if insufficient evidence is found to support the complaint. Moreover, if an individual believes that in connection with work for the India Subsidiaries, a client or an employee or agent of a client is subjecting him or her to harassment, these same procedures to report the harassment should be followed. Although the India Subsidiaries may not have the same control over outside persons causing harassment as it does over their own Personnel, the India Subsidiaries will still examine the harassment complaint promptly and take whatever action is appropriate under the circumstances.
Feel free to contact any member of Talent Relations if the primary or the secondary contacts are not available.
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