Last modified: Aug 27 2021
Greetings from Sikshana Foundation!
At Sikshana, we believe that each employee contributes directly to the growth and success of the organization, and we hope you will take pride in being a member of our team.
This Manual is designed to provide you with information about working conditions, employee benefits and other policies affecting your employment at Sikshana.
This Manual is designed to provide you with information about working conditions, employee
benefits and other policies affecting your employment at Sikshana.
This Manual is not a contract and is not intended to create any contractual or legal
obligations. You should read, understand, and comply with all provisions of the Manual. It
describes many of your responsibilities as an employee and outlines the programs developed
by Sikshana to benefit you.
Since the policies should be current and relevant all the time, it will be necessary for us to modify and amend some sections of the policies and procedures, and add new policies from time to time as required.
Any suggestions, recommendations or feedback on the policies and procedures specified in this Manual are welcome. This should be provided by email addressed to firstname.lastname@example.org We hope that your stint with us will be challenging, enjoyable and rewarding.
A child protection policy provides guidelines for organizations and their staff to create safe environments for children. It is a tool that protects both children and staff by clearly defining what action is required in order to keep children safe, and ensuring a consistency of behavior so that all staff follow the same process. We at Sikshana foundation are committed to make our organization or a safe place to work.
This Child Protection Policy (CPP) is created in the context of the interventions that OBJECTIVE Sikshana Foundation delivers across the country. The interpretation of any alleged incident of violation of a child's right to protection, in so far as it contextually applies to Sikshana Foundation, and any recommendations of corrective and /or punitive actions, would be based on various relevant definitions provided in the organization’s policy on Redressal (subject to following the redressal process).
This CPP is framed in the broader context of the values and vision of the organization. It is to be read in conjunction with the policy on Sexual Harassment/ workplace harassment and the code of the organization
This policy is applicable to all employees of Sikshana Foundation
As per The Constitution of India, State must make special provisions for children. Constitution asks the State to direct its policy towards securing (among other FEATURES things), that children are not abused; not forced by economic necessity to enter avocations unsuited to their age or strength; and that they are given opportunities to develop in a healthy manner and in conditions of freedom and dignity, protected against moral and material abandonment.
The principle behind this code of conduct is that employees / volunteers / visitors should avoid actions or behavior which may constitute poor practice or potentially abusive behavior.
Sikshana is committed to providing equal opportunity in accordance with applicable local law and in all areas of people management, including recruitment, employment, assignment, transfer, promotion, compensation, benefits and training.
We prohibit discrimination, harassment, bias or prejudice in our workplace and against our workforce based on an individual’s race, color, national origin or ancestry, ethnic origin, citizenship status, creed, religion, religious affiliation, age, sex/gender, pregnancy, maternity, paternity, caring responsibilities, marital status, civil partnership, sexual orientation, transgender status, gender identity or expression, genetic information, physical or mental disability or protected condition, military or veteran status, an individual having been a victim of domestic violence, sexual assault or abuse, membership in the Traveler community or any other community group protected under applicable law, or any other status protected under applicable local law.
We do not tolerate discrimination, harassment or inappropriate or abusive conduct by or against employees, customers, suppliers, contractors or any other individuals who conduct business for/ with our Company.
Harassment or inappropriate conduct can occur between members of the same or opposite sex and is prohibited regardless of sex, gender identity or whether the individual submits to it or rejects it. It may be obvious or subtle and includes any unwelcome sexual advance, requests for sexual favors or other verbal or nonverbal behavior or physical contact of a potentially sexual nature or gender based stereotype that unreasonably interferes with work performance, is made a condition of employment or creates an intimidating, hostile or offensive work environment.
We are a secular organization and do not tolerate religious discrimination, harassment or intimidation and take all allegations seriously. It is each employee's responsibility to bring it to the notice of the leadership team of any conduct that is unlawful, abusive or otherwise violates our policies.
At all times, comply with the law, including but not limited to law concerning intellectual property rights, information technology, and basic tenets of civil and criminal law.