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  • Corporate Governance
  • People and human rights

TestMu AI Prevention of Sexual Harassment (POSH) Statement

Our zero-tolerance stance and the statutory complaint process we maintain in India, applied to the same standard as our global policy.

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1. Our Commitment

TestMu maintains zero tolerance for sexual harassment in any form, at any location, and in any physical, virtual or digital setting connected with work: every substantiated complaint is acted on. Every individual, regardless of gender, is entitled to work with dignity and free from harassment, and every complaint received is treated seriously, addressed promptly, and investigated fairly, impartially and confidentially, with no retaliation against anyone who raises a concern in good faith or takes part in an inquiry.

The Internal Committee's statutory jurisdiction covers complaints by women. Complaints of sexual harassment by any other person, and all complaints outside India, are handled under the Global Anti-Harassment & Respectful Workplace Policy to the same standard of confidentiality, non-retaliation and due process.

3. What Is Covered

Sexual harassment includes any unwelcome conduct of a sexual nature, whether physical, verbal, non-verbal, written or digital, including:

  • unwelcome physical contact or advances;
  • requests or demands for sexual favours;
  • sexually coloured remarks, jokes or messages;
  • display or circulation of sexually explicit content, including AI-generated media;
  • repeated unwanted attention, invitations or communications; and
  • any conduct that creates a hostile or intimidating environment.

Intent is not determinative; conduct is sexual harassment where it is unwelcome and a reasonable person in the complainant's position would find it offensive, intimidating, hostile or humiliating.

5. Internal Committee and Redressal

TestMu maintains an Internal Committee constituted under the POSH Act at each workplace in India with ten or more workers; complaints arising at any smaller location are referred to the Local Committee of the district, as the Act provides. Each Internal Committee is presided over by a senior woman employee, at least half of its members are women, and it includes an external member with relevant experience. The Committee handles complaints of sexual harassment independently of the management structure.

The statutory process operates as follows:

  • A complaint may be made within three months of the incident (or of the last incident in a series), extendable by up to three months where circumstances prevented earlier filing.
  • At the complainant's request, the Committee may attempt conciliation before an inquiry begins; no monetary settlement may form the basis of conciliation.
  • The inquiry is completed within ninety days of receipt of the complaint, follows the principles of natural justice and gives all parties an opportunity to be heard.
  • The Committee's report is provided within ten days of completion of the inquiry, and the employer acts on its recommendations within sixty days of receiving the report.
  • Interim relief, such as transfer, leave or other measures, is available to the complainant during the inquiry.
  • An annual report is filed with the District Officer as required by the Act.

The names and contact details of Committee members are displayed at each workplace as required by the Act.

6. How to Raise a Complaint

Complaints may be made in writing to the Presiding Officer of the Internal Committee, whose contact details are displayed at each workplace. A complaint may also be raised with a reporting manager or any member of leadership, who will route it to the right channel. Employees and consultants, for workplace matters can report to hr@testmuai.com.

Complaints and related records are kept strictly confidential and shared only on a need-to-know basis, and personal data is handled in accordance with applicable data-protection law and the Privacy Policy published on the Trust Page.

7. Protection, Support and Non-Retaliation

TestMu prohibits retaliation of any kind against any person who, in good faith, raises a concern, reports a suspected breach or assists an investigation, whether or not the concern is substantiated. Retaliation is itself a breach of the Code of Business Conduct & Ethics and is subject to disciplinary action following investigation. Knowingly making a false report is also a breach. We provide complainant-centered support, which may include counseling, interim protective measures and referral to external services; seeking support does not oblige anyone to file a formal complaint. A deliberately false or malicious complaint may result in disciplinary action, but an inability to substantiate a complaint is not, by itself, evidence of bad faith.

8. Training and Awareness

TestMu conducts regular POSH and anti-harassment training and awareness so that everyone understands their rights, responsibilities and the redressal mechanism and delivers the orientation and Internal Committee training required under the POSH Act.

9. Reporting and Review

TestMu files the annual report required under the POSH Act. Aggregate outcomes are reported to Executive Leadership and may be made available to customers on request under confidentiality. Human Resources owns this Statement and conducts or commissions investigations (in India, complaints of sexual harassment are handled by the statutory Internal Committee, within its jurisdiction, under this Statement); matters involving senior leadership are investigated independently of management; outcomes and trends are reported to the ISCSC for governance oversight. This Statement is reviewed by the ISCSC at least annually and whenever law, structure or operations materially change, and approved by the Chief Executive Officer on behalf of Executive Leadership.

10. Jurisdiction-Specific Provisions

This Statement operates alongside local law on sexual harassment, including the following. Where local law provides additional protection or procedure, it applies; in the event of conflict, the higher standard of protection prevails.

  • India: the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the POSH Act) and the rules made under it, applied through the Internal Committee process in section 5.

Outside India, the jurisdiction-specific provisions in section 13 of the Global Anti-Harassment & Respectful Workplace Policy apply.