> ## Documentation Index
> Fetch the complete documentation index at: https://library.zemuria.com/llms.txt
> Use this file to discover all available pages before exploring further.

# Inclusive Reporting For Men And All Other Employees

(Beyond POSH – Company Commitment)

### Important Clarification:

While the POSH Act statutorily applies to women complainants, Zemuria recognizes that:

Sexual harassment can be experienced by anyone, irrespective of gender.

Accordingly, the Company provides parallel, equally serious internal mechanisms for:

1. Men
2. Non-binary individuals
3. Gender-diverse employees
4. Any person not covered under POSH statutory scope

Employees who are not covered under POSH may report sexual harassment or sexually inappropriate conduct through the following channels:

1. Human Resources (HR)
2. Designated Ethics / Grievance Officer
3. Reporting Manager or Skip-Level Manager
4. Confidential grievance email or portal
5. Any member of senior management

**Such complaints will:**

* Be treated with the same seriousness and confidentiality
* Follow fair, impartial, and documented inquiry processes
* Be protected against retaliation
* Result in disciplinary action where misconduct is established

The absence of POSH statutory coverage does not reduce the Company’s obligation to act.

### HANDLING OF NON-POSH SEXUAL HARASSMENT COMPLAINTS

**For complaints raised by men or others:**

An \*\*Internal Inquiry Committee \*\*(separate from ICC or overlapping where appropriate) may be constituted

The inquiry will follow:

* Natural justice
* Right to be heard
* Evidence-based findings
* Proportional disciplinary action
* Possible actions include:
* Counseling or warning
* Suspension
* Termination
* Role change or restriction
* Any corrective or preventive measure deemed appropriate