Wipro Anti-Bullying Policy Australia Version 1.

0 Effective Date: October 1, 2012

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Contents Introduction .....................................................................................................Error! Bookmark not defined. What is Bullying?..............................................................................................Error! Bookmark not defined. What is not Bullying? ..................................................................................................................................... 3 Policy Statement ............................................................................................................................................ 3 Impact of Bullying? ........................................................................................................................................ 3 Steps to follow if Bullying Occurs (Wipros Bullying Complaint Procedures) ..Error! Bookmark not defined. Wipro Policy Acknowledgment.7

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INTRODUCTION: Wipro Limited (Wipro), a company incorporated in India, has its Australian offices in the States of Victoria, New South Wales, South Australia, Western Australia, Queensland and in the Australian Capital Territory. Wipro regards the health and safety of its employees and workers, as a primary responsibility. Bullying by an individual is a misuse of power, and is detrimental to the development of a human being. It poses a risk to health and safety, and negatively affects the work environment. Wipro is committed to taking all measures to prevent bullying at the workplace. This Anti-Bullying Policy (Policy) sets out behavior that would constitute bullying, as well as the procedures to be followed in case of complaints of bullying at the workplace. WHAT IS BULLYING? Bullying is repeated, unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety. Bullying can occur wherever people work together. Under certain conditions, most people are capable of bullying. A broad range of behaviours can be bullying, and these behaviours can be direct or indirect. Examples of direct forms of bullying include: verbal abuse; putting someone down; spreading rumours or innuendo about someone; and interfering with someones personal property or work equipment. Examples of indirect bullying include: unjustified criticism or complaints; deliberately excluding someone from workplace activities; deliberately denying access to information or other resources; withholding information that is vital for effective work performance; setting tasks that are unreasonably above or below a workers ability; deliberately changing work arrangements, such as rosters and leave, to inconvenience a particular worker or workers; setting timelines that are very difficult to achieve; and excessive scrutiny at work.

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Bullying may also occur when more than one person repeatedly behaves unreasonably, with another. It can occur both, between men and women, and between persons at various levels in the organization.

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3. 3.1

WHAT IS NOT BULLYING? Reasonable management actions carried out in a fair way are not bullying. For example: setting performance goals, standards and deadlines; allocating work to a worker; rostering and allocating working hours; deciding not to select a worker for promotion; informing a worker about unsatisfactory work performance; informing a worker about inappropriate behavior; implementing organizational changes; performance management processes; constructive feedback; downsizing; and transferring a worker.

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Case Study of reasonable management action that does not constitute bullying: Lisa works in the purchasing department of a large organization. She has been there for six months and works with six other staff. The department is busy and the work required is routine and shared evenly among the seven workers. On a regular basis, Lisa falls behind schedule with her tasks. To help develop her administration skills and improve her work performance, the purchasing manager asked Lisa to attend a two-day training course. Lisa feels humiliated and singled out; even though her manager assures her that her job is not under threat.

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POLICY STATEMENT Wipro expects all staff to behave in a professional manner in accordance with its corporate values. This includes treating each other with dignity and respect when at work. Managers have a responsibility to ensure that staff is not bullied.

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IMPACT OF BULLYING Bullying in the workplace can bring about poor morale, reduced productivity, increased staff absenteeism, increased staff turnover and a lack of trust between the parties involved. All of these impacts are undesirable and unnecessary.

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STEPS TO FOLLOW IF BULLYING OCCURS (WIPRO'S BULLYING COMPLAINT PROCEDURES) Attempt to resolve the issue yourself (a) Employees have the right not to be bullied in the workplace and action will be taken to prevent

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or stop any such behaviour. (b) If you have a grievance concerning a bullying issue you should tell the other person: (c) what conduct they have engaged in and how this has affected you; their behaviour is unacceptable. and

You can inform the person in writing if you feel unable to speak to them. This may be enough to stop the unwelcome behaviour.

(d)

If you feel unable to address this with the harasser, contact the Human Resources Manager or your immediate Manager.

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The Human Resources Manager (a) (b) Wipro has a Human Resources Manager to assist in resolving any issues related to bullying. If you find that the conduct does not stop when you address the matter with the perpetrator or if you feel unable to speak to the perpetrator bring this to the attention of the Human Resources Manager or your immediate manager. If you report the matter to your immediate manager, they will in turn bring it to the attention of the Human Resources Manager, who will try and resolve the matter quickly. All grievances/queries will be treated seriously and with the strictest confidence. It is also your responsibility to keep the matter as confidential as possible. Please note that the Human Resources Manager/your immediate manager cannot help you if you do not inform them about the issue.

(c) (d)

6.3 What will happen if you report bullying? (a) (b) The matter will be treated with the strictest confidence. The Human Resources Manager/your immediate manager will listen to and clarify the complaint. The Human Resources Manager/your immediate manager will then advise the perpetrator that a complaint has been made against them and invite a response. The response will be discussed with you and this may resolve the situation. If the matter can be resolved to your satisfaction at this stage, no further action will be taken. If the matter is not resolved, the Human Resources Manager/your immediate manager or other mediator will next attempt to arrange a resolution which is acceptable to both parties. Outcomes may include: complaint not substantiated; an apology;

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 (e) (f)

agreed forms of behaviour; warning to and counselling of the harasser; awareness/educational sessions; transfer, suspension or dismissal of the harasser; leave without loss of entitlements; counselling support.

In some cases, a more detailed investigation will be warranted. This may be carried out by another manager (or by an external organisation). All people interviewed for an investigation are required to keep the details of the complaint and the investigation confidential and to not speak to others about them. Anyone found to have breached this requirement may be subject to disciplinary action. The Human Resources Manager/your immediate manager will be responsible for checking with you to ensure any resolution has been implemented and that the bullying has stopped. Should the complainant or respondent to a grievance be dissatisfied with the outcome or the investigation of that grievance, they may apply for a review of the outcomes or investigation to the Wipro Ombudsperson on www.wiproombuds.com Anyone found to be using Wipro's Bullying Complaint Procedures to make frivolous or vexatious complaints, or anyone deliberately supplying false or misleading information in relation to a complaint or its investigation will face disciplinary action including, in serious cases, termination of employment. Wipro will not tolerate victimisation of any person for reporting bullying or assisting with enquiries about a complaint. This includes victimisation of the Human Resources Manager/your immediate manager or anyone involved in the investigation of a complaint.

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What will happen if a report of bullying is made against you? (a) (b) (c) The matter will be treated with the strictest confidence. The Human Resources Manager/your immediate manager or other nominated person will advise you of what has been said and will give you an opportunity to respond. You have the right to ask for a representative to be present when the issue is discussed with you.

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What are the likely outcomes if you are found to have bullied someone? (a) (b) If the issue is a relatively minor one, it may be that you will need to apologise and give a commitment that the behaviour will not be repeated. If the issue is more serious or involves repeated incidents, you may find that:

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you are required to undergo counselling and/or educational sessions; your employment is suspended; you are ultimately transferred to another job (not necessarily one of your choosing) and that your future prospects may be limited as an employer must take the provision of a safe work environment into account; or you are dismissed.

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WIPRO Policy Acknowledgment I acknowledge that I have read, understood, and will comply with Wipro's policy on anti-bullying as described above. I have been provided with a copy of this policy for my personal use. Signature:......................................................................... Printed Name:.................................................................. Employee ID:.. Location in Australia: Date:.................................................................................

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