Internal Complaint Committee and Redressal of Sexual Harassment

Introduction

It is important to ensure an environment, free from discrimination and harassment, with a particular focus on prevention of sexual harassment. SGRR University sets the goal of promoting a workplace that is free of any sexual harassment including remedial action for conduct which deems unacceptable.

Policy Prohibiting Discrimination

This policy prohibits discrimination on the basis of race, sex, gender identity/expression, religion, caste, age, creed, nationality or ethnic origin, physical, mental or sensory disability, or social status. Discriminatory harassment is one form of discrimination. Under this policy discriminatory harassment is identified as conduct towards a particular individual/individuals or group on the basis of a protected status that is significantly severe or pervasive that has purpose or affect of :-

  • Creating an intimidating hostile or offensive work or educational environment for the individual or groups.
  • Unreasonably interfering with the academic performance, living environment, personnel security or participation in any Institute sponsored activity of the individual groups.

Policy Prohibiting Sexual Harassment

Sexual harassment of individuals occurring in the place of work or study or other settings in which they may find themselves in connection with their association with the Institute is unlawful and will not be tolerated by the Institute. Further, any retaliation against an individual for cooperating with an individual who has complained about sexual harassment or retaliation against individuals for cooperating with an investigation of a sexual harassment complaint is similarly unacceptable.

Institute will also take appropriate steps necessary to protect individuals from retaliation. Such steps include:-

  • Action to stop the retaliatory behavior.
  • Providing required security measures.
  • Help to complainant and accused by counseling

The institute takes cases of sexual harassment seriously and will respond promptly to the complaint and where it is determined that such inappropriate conduct has occurred prompt and appropriate corrective action as decided by sexual harassment committee will be taken.

Formal way of dealing with complaint

  • Upon receiving a complaint, committee will note down the statements / ask statements in writing. Accordingly, an element of allegations will be drawn and sent to accused.
  • Accused will be asked to prepare a response to the statement of allegation within a given time.
  • Other evidences will be gathered/obtained in a confidential manner.
  • Verbal hearing of both the parties will be organized.
  • Statement of complaint will be recorded in the presence of accused and cross question can be done if felt necessary.
  • Committee will take testimonials relevant to the enquiry.
  • Committee will ensure confidentiality during enquiry process.
  • Accused will be given fair opportunity to defend, if he fails to participate in the inquiry, the committee may conduct enquiry exparte and decide penalty /penalties.
  • Upon completion of the enquiry both parties will be communicated of the result of that investigation.
  • Committee can decide any of the following penalty/penalties as per the severity of the case.

What is determined as sexual harassment ?

  • Physical contact and advances either physical or non physical.
  • Unsolicited telephone call; e-mails, messages with intention of sexual harassment.
  • Demand or request for any sexual favor.
  • Sexually colored remarks.
  • Showing Pornography.
  • Creating a hostile work environment i.e. by direct or implied requests by any individual for sexual favor in exchange for actual or promised benefits, such as favorable evaluation, reviews, salary increase, promotions etc.
  • Any other unwelcome sexually determined behavior, be it physical, verbal or non verbal conduct of sexual nature for example displaying sexually suggestive objects, pictures, cartoons, gestures, comments inquiring into ones sexual experience, discussion on sexual activities etc.

Preventive Actions

Institute will ensure reasonable steps to ensure prevention of sexual harassment. Step taken shall include

  • Circulate Institute policy on sexual harassment to all in the Institute.
  • Sensitize all students and employees on sexual harassment in all meetings held time to time.
  • Widely publicize that sexual harassment is a serious crime and will not be tolerated.
  • Wide publicity of sexual harassment committee for easy approach by any victim.

For staff

  • Warning, reprimand, censure.
  • Withholding increment /increments.
  • Suspension from service for a limited period.
  • Compulsory retirement.
  • Dismissal from service.
  • Disbarment from holding a particular post/position.
  • Transfer.
  • Further, penalty awarded shall be recorded in his /her personal file.

For student

  • Warning or reprimand.
  • Withdrawal.
  • Rustication on attending academic activities in the University for decided period.
  • With holding degree/ mark sheets.
  • Expulsion or bar on appearing in exam/any programme offered by University.

Conclusion

Provision of this policy will not restrict the power of University management or complainant to proceed against the alleged offender for any other misconduct or other legal remedies. Any student who feels aggrieved with the disciplinary action taken may appeal to Authorities for review of the decision.