16. Grievance Redressal for Faculty and Staff
Grounds for complaint:
- Withholding/refusal of relieving orders or qualification certificates deposited for employment.
- Non-payment of salary/benefits/allowances/dues during service or on retirement/resignation.
- Termination without notice or reason.
- Wage/benefit discrepancies vs. similar-role staff.
- Non-payment of gratuity on retirement/resignation.
- Any other service-related liability causing financial loss/harm.
- Complaints go to Grievance Redressal Committees (GRCs) constituted per faculty/institution.
GRC Compositions (per AICTE Regulations, Chairman + 3 members)
Each faculty/campus has its own GRC, generally structured as: Dean/Director/Registrar (Chairman) + a senior professor nominated by the Chairman + one University official nominated by the VC + one senior faculty (≥Associate Professor) nominated by the Chairman. GRCs exist for: (a) Departments of Science & Humanities / Faculty of Law / College of Agricultural Sciences / Faculty of Management / School of Teacher Education — Chaired by Dean [S&H] (b) Departments of Medical and Health Sciences (incl. Medical College) — Chaired by Dean [Medical] (c) Institute of Hotel Management — Chaired by Director [IHM] (d) Office of Registrar/COE/Directorates/Research Institute/Campus Life — Chaired by the Registrar (e) Vadapalani Campus [E&T/S&H/Management] — Chaired by Dean [E&T] (f) Ramapuram Campus [E&T/S&H/Dental] — Chaired by Dean [E&T] (g) NCR Campus [E&T/Management/IHM/Pharmacy] — Chaired by the Director
16.1 Sexual Harassment in Workplaces
It's the Institute's duty to prevent and deter sexual harassment through all required steps.
16.1.1 Definition
Unwelcome sexually determined behavior (direct or implied): physical contact/advances; demands/requests for sexual favours; sexually coloured remarks; showing pornography; other unwelcome physical/verbal/non-verbal conduct of a sexual nature — where it relates to employment/work/study and creates a hostile environment or disadvantage for non-consent/objection.
16.1.2 Preventive Steps
All persons in charge of workplaces (including Institute-related residences) must take steps to prevent sexual harassment: express prohibition, ensure appropriate work/leisure/health/hygiene conditions, and prevent hostile environments or disadvantage related to employment/study.
16.1.3 Proceedings
SRMIST ensures victims/witnesses aren't victimized/discriminated against; victims may seek transfer of the perpetrator or their own transfer.
16.1.4 Disciplinary Action
Sexual harassment amounts to misconduct with disciplinary action per the rules.
16.2 Internal Complaints Committee (ICC)
Ensures time-bound treatment of complaints; headed by a woman, with ≥50% women members; involves an outsider familiar with sexual harassment issues (per the 2013 Act) to prevent undue senior-level pressure.
16.3 Employees' Initiative
Employees lodge sexual harassment complaints with the ICC.
16.4 Awareness
SRMIST creates awareness of women employees' rights via prominent notification of these guidelines.
16.5 Third Party Harassment
Where harassment results from a third party/outsider, the Institute takes necessary/reasonable steps to assist the affected person.
16.6 Punishment & Procedure
- Employees get an enquiry opportunity per the Act before punishment.
- Committee proceedings held in-camera if necessary.
- ICC ensures the victim/complainant isn't subjected to embarrassing procedures.
- ICC exercises caution in allowing cross-examination of the victim/complainant.
- If the victim/complainant undergoes cross-examination, similar opportunity is extended to them.
- ICC may include recommendations in its Report & Findings.
- All parties (including Committee members) are prohibited from disclosing proceedings/identities except as directed by a competent Court.
16.7 Injuries
All employees must immediately report work-related injuries to the Departmental Head; unreported injuries aren't recognized.
16.8 Uniform & Safety Gears
- Employees must wear prescribed uniform where applicable.
- Non-compliance leads to being sent out and possible disciplinary action.
- Helmets required for motorized two-wheelers within SRMIST (refusal = denied entry).
- Seat belts required for cars within the Institute (refusal = denied entry).
- Employees driving personal vehicles must obtain a vehicle pass from Security and park in designated areas.