Prevention of Sexual Harassment (POSH) Policy

Artists Integrated Business Private Limited (operating as Entimessi)

CIN: U72900WB2020PTC239274

Registered Office: B-160, Survey Park, Santoshpur, Kolkata 700075, West Bengal

1. Our Commitment

Entimessi is built on the craftsmanship and dedication of a diverse ecosystem of artisans, makers, and corporate staff. We believe that craft cannot thrive in an environment devoid of respect. Every individual who interacts with our brand has the fundamental right to a workplace entirely free from sexual harassment, intimidation, and retaliation.

This policy is formulated under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Sexual harassment is severe misconduct, and Entimessi enforces a zero-tolerance framework against it.

2. Who Is Covered

Safety at Entimessi is not a privilege reserved for permanent employees. This policy protects everyone who works with or for the Company, whether paid or unpaid, including:

  • The Core Team: Directors, permanent employees, interns, and trainees.
  • The Extended Network: Consultants, freelancers, photographers, and models.
  • The Makers: Artisans, tailors, vendors, and NGO/self-help-group partners engaged in our supply chain.
  • The Community: Visitors, customers, and third parties attending our events or workspaces.

While statutory remedies under the Act are designed for aggrieved women, Entimessi’s internal policy mandates that complaints of sexual harassment from persons of any gender will be received and investigated with the same rigor, fairness, and confidentiality.

3. The "Workplace" Defined

Work happens far beyond our registered office. This policy applies across all Entimessi operational sites, including:

  • Our studio, registered office, storage, and dispatch areas.
  • Manufacturing units, artisan clusters, printing/dyeing sites, and partner premises.
  • Pop-up stores, retail exhibitions, photo shoots, and brand events.
  • Digital spaces used for work (e.g., official WhatsApp groups, emails, video calls).
  • Any transportation or accommodation arranged by the Company for work.

4. What Constitutes Sexual Harassment

What matters is the impact on the person receiving the behaviour, not the intention of the person engaging in it. Sexual harassment includes any unwelcome act or behaviour (direct or implied), such as:

  • Physical contact and advances.
  • Demands or requests for sexual favours.
  • Sexually coloured remarks, jokes, or comments regarding a person’s body or appearance.
  • Showing or sharing explicit material, physically or digitally.
  • Implied or explicit threats to a person's employment status, or promises of preferential treatment tied to sexual favours.
  • Any conduct that creates an intimidating, offensive, or hostile work environment.

5. Reporting Mechanism: The Internal Committee (IC)

Entimessi has constituted an active Internal Committee (IC) featuring an independent External Member to ensure unbiased, rigorous inquiries.

If you experience or witness harassment while working with or for Entimessi, report it immediately:

Note for Artisans & Contract Workers: If you prefer to report verbally, our IC members are mandated to provide all reasonable assistance to document your complaint in writing.

6. Inquiry Process & Confidentiality

  • Speed and Fairness: All inquiries follow the principles of natural justice, giving both parties a fair hearing, and will be completed within 90 days.
  • Strict Confidentiality: The identities of the complainant, respondent, witnesses, and the inquiry proceedings will remain strictly confidential and will never be disclosed to the public or media. Breach of this confidentiality is a punishable offense.
  • Interim Relief: During a pending inquiry, the IC may recommend transferring parties, granting paid leave to the complainant, or restraining the respondent from assessing the complainant’s work.

7. Disciplinary Action

Where allegations are proven, Entimessi will take decisive disciplinary action. This may include a formal reprimand, withholding of promotions, financial compensation deducted from the respondent's wages, immediate termination of employment, or the permanent severing of business relationships with third-party vendors.

8. Protection Against Retaliation

No person shall be victimized, threatened, transferred, or denied work for making a complaint in good faith, assisting a complainant, or appearing as a witness. Retaliation is treated as a severe, standalone violation of this policy.

9. False or Malicious Complaints

If the IC concludes through a formal inquiry that a complaint was made with malicious intent or with forged documents, strict disciplinary action will be taken against the complainant. However, the mere inability to provide adequate proof does not constitute a false complaint.