OBJECTIVES

  1. To prevent any act of physical, verbal or nonverbal sexual nature.
  2. To create awareness regarding the legal and ethical questions around sexual harassment.
  3. To ensure knowledge and awareness of the gender rights, entitlements and responsibilities as citizens.
  4. To act against all gender based violence perpetrated against employees and students of all genders.

FUNCTIONING

The ICC organizes training programmes and workshops for teaching and non-teaching faculty and students on measures for ensuring the safety of women and programmes for gender sensitization on the campus. This is done in association with the Women’s Cell though the latter remains autonomous of the functioning of the ICC. Committing itself to a zero tolerance policy towards sexual harassment, the ICC makes all sections of the institutional community aware of the information on the mechanism for redressal of complaints pertaining to sexual harassment. The ICC is committed to moving proactively to curb all forms of harassment of employees and students whether it is from those within the campus or from elements outside of the geographical limits of the college. The ICC is granted responsible freedom to bring those guilty of sexual harassment against employees and students to initiate all proceedings as required by law

THE PROCESS FOR MAKING A COMPLAINT & CONDUCTING AN ENQUIRY

An aggrieved person is required to submit a written complaint to the ICC within three months from the date of the incident. The ICC shall send a copy of the complaint to the respondent within a period of such receipt. It shall then conduct an inquiry to be completed within ninety days from the receipt of the complaint. The inquiry report has to be submitted to the Executive authority of the college within ten days from the completion of the inquiry.

THE PROCESS FOR MAKING A COMPLAINT & CONDUCTING AN ENQUIRY

An aggrieved person is required to submit a written complaint to the ICC within three months from the date of the incident. The ICC shall send a copy of the complaint to the respondent within a period of such receipt. It shall then conduct an inquiry to be completed within ninety days from the receipt of the complaint. The inquiry report has to be submitted to the Executive authority of the college within ten days from the completion of the inquiry.

PUNISHMENT & COMPENSATION

  1. Anyone found guilty of sexual harassment shall be punished in accordance with the service rules, if the offender is an employee.
  2. Where the respondent is a student, depending upon the severity of the offense, the ICC may recommend
  • Withholding privileges such as access to the library, scholarships, allowances, ID card, etc.
  • Suspending or restricting entry into the campus for a specific period.
  • Expelling from the rolls of the college and denying readmission, if the offense so warrants.
  • Awarding reformative punishments like mandatory counselling and/or performing community services.

3.The aggrieved person is entitled to the payment of compensation. The college shall issue direction for payment of compensation recommended by the ICC and accepted by the Executive Authority, which shall be recovered from the offender.

CONSTITUTION

  1. Presiding Officer not below the rank of an Associate Professor.
  2. Two faculty members dedicated to the cause of women.
  3. Two non-teaching employees.
  4. Three students, if the matter involves students.
  5. External/NGO Member

The term of the office of the members of the ICC shall be a period of three years. Nonetheless, if need be, one-third of the members may change every year.

ICC MINUTES