OBJECTIVES OF THE COMMITTEE
- To execute the directive of the Supreme Court(and as per UGC directives) in respect of implementing a policy against sexual harassment in the institution.
- To ensure the implementation of the policy in letter and spirit through proper reporting of the complaints and their follow-up procedures.
- To provide an academic environment free of gender-based discrimination.
- To ensure equal access of all facilities and participation in activities of the college
- To promote a social and psychological environment that will raise awareness about sexual harassment in its various forms.
As per the guidelines of UGC, NAAC and the Supreme Court an Anti Sexual Harassment Cell has been established by the College to provide a healthy and congenial atmosphere to the staff and students of the College. The cell
was constituted to meet the four basic objectives:
- To develop the guidelines and norms for a policy against sexual harassment.
- To develop principles and procedures for combating sexual harassment.
- To work out details for the implementation of the policy.
- To prepare a detailed plan of action, both short and long term
- To comply with the provisions of the Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (Act) and to develop and implement a policy against sexual harassment of women at the College.
- To uphold Women's Right to Protection against Sexual Harassment and for the prevention and redressal of sexual harassment of women.
- To evolve a permanent mechanism for the prevention, prohibition and redressal of sexual harassment of women at College.
- To actively promote a social, physical and psychological environment that will raise awareness about and deter acts of sexual harassment of women.
- To undertake all necessary and reasonable steps including the constitution of appropriate committees for purposes of gender sensitization and to conduct enquiries into complaints of sexual harassment.
Sexual Harassment at workplace is a violation of women's right to gender equality, life and liberty. It creates an insecure and hostile work environment, which discourages women's participation in study and work, thereby
adversely affecting their economic empowerment and the goal of inclusive growth.
The Indian Parliament passed the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Bill in the Lok Sabha on 3rd September 2012 and Rajya Sabha on 26th February 2013. The Sexual Harassment of
Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 was made effective on 23rd April 2013 by way of publication in the Gazette of India.
The Ministry of Women and Child Development has notified the Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (Act)and the Sexual Harassment of Women at Workplace (Prevention, Prohibition
and Redressal) Rules, 2013 (Rules). As per the notification, the Act has come into force with effect from December 9, 2013.
WHAT CONSTITUTES SEXUAL HARASSMENT ?
- Circumstances of promise (implied or explicit) of preferential treatment in employment;
- Threat of detrimental treatment in employment;
- Threat about employment (present or future);
- Creating an intimidating or offensive or hostile work environment, or interference with work for the above;
- Humiliating treatment that may affect the lady employee's health or safety
- Unwelcome sexually determined behaviour (whether directly or by implication) such as physical contact and advances,
- Demand or request for sexual favours, sexually coloured remarks, showing pornography,
- Any other unwelcome physical verbal or non-verbal conduct of sexual nature.
- Sexual pranks, or repeated sexual teasing, jokes, or innuendo, in person or via e-mail;
- Verbal abuse of a sexual nature;
- Touching or grabbing of a sexual nature;
- Repeatedly standing too close to or brushing up against a person;
- Repeatedly asking a person to socialize during off-duty hours when the person has said no or has indicated he or she is not interested (supervisors in particular should be careful not to pressure their employees to
- Giving gifts or leaving objects that are sexually suggestive;
- Repeatedly making sexually suggestive gestures;
- Making or posting sexually demeaning or offensive pictures, cartoons or other materials in the workplace;
- Off-duty, unwelcome conduct of a sexual nature that affects the work environment.
- A victim of sexual harassment can be a man or a woman. The victim can be of the same sex as the harasser. The harasser can be a supervisor, co-worker, other Department employee, or a nonemployee who has a business relationship
with the Department.
How a Complain Can be made ?
A written complaint may be addressed to the Convener of the Committee. If the complaint is made to the Director or any of the Committee members, they may forward it to the Convener of the Committee Against Sexual Harassment.
THE COMMITTEE MEMBERS OF THE CELL SHALL HAVE THE FOLLOWING FUNCTIONS, POWERS AND RESPONSIBILITIES:
- Promote measures aimed at achieving gender equality, removal of gender bias or discrimination, sexual harassment and other acts of gender based violence;
- Organize awareness programmes and campaigns for the benefit of all members of the College on sexual harassment and gender based discrimination;
- Fulfil the directives of and guidelines issued by the Supreme Court to create an academic and work environment that is free of sexual harassment or gender-based discrimination;
- Receive and redress complaints received from any member of the College (including students, research scholars, staff, hostel residents and outsiders on College premises)alleging sexual harassment by another member(s)
of the College;
- Take suo-moto cognizance of any act of sexual harassment or gender-based discrimination on the College campus and/or facilities and to take further action in this regard;
- Conduct formal inquiry and investigate and take decisions upon each complaint and recommend appropriate punishment or action to be taken, by the appropriate authority, in each instance;
- Engage the services of a professional or other expert in the course of performing its functions;
- Ensure that all information pertaining either to complaints registered and the proceedings and findings of any inquiries and/or investigations are kept strictly confidential;