Internal Complaints Committee (for Sexual Harassment)

4.1 Preamble

Following the Supreme Court's 1997 guidelines on gender equality and protection against sexual harassment at workplaces, the UGC has since 1998 advised institutions to establish a permanent cell and committee, and develop guidelines to combat sexual harassment, violence against women, and ragging. The University has constituted a Committee against Sexual Harassment accordingly.

4.2 Sexual Harassment

"Sexual Harassment" includes any unwelcome sexually determined behavior — direct or implied — including physical contact/advances, requests for sexual favors, sexually-coloured remarks, showing pornography, or any other unwelcome physical, verbal or non-verbal conduct of a sexual nature. It includes, without limitation:

1. Unwelcome sexual advances/requests/conduct made (implicitly or explicitly) a ground for employment, academic, extracurricular, or service-related decisions.
2. Unwelcome advances and conduct (comments, jokes, letters, calls, emails, gestures, pornography, stares, physical contact, stalking, derogatory displays) that interfere with performance or create an intimidating/hostile/offensive environment.
3. Sexual assault — using a person's body/object as an extension of the body on another without consent.
4. Deprecatory comments/conduct based on gender identity/sexual orientation, including denigration in classrooms or public forums.
5. Eve-teasing, unsavory remarks, sexist remarks, unwelcome sexual overtones (including obnoxious calls), unwanted touching, displaying pornographic/offensive material, forcible touch/molestation, physical confinement, and privacy violations.

4.3 Composition of Committee

(a) A Presiding Officer — a senior woman faculty member (not below Professor for a University), nominated by the Executive Authority (with fallback provisions if unavailable). (b) Two faculty members and two non-teaching employees, preferably experienced in women's/social/legal issues. (c) Three students (if student matter involved) — UG, Master's, and research scholar level, elected democratically. (d) One member from an NGO/association for women's causes or familiar with sexual harassment issues. (e) Two Non-Teaching Staff.

Note: At least 50% of members shall be women.

4.4 Objectives

1. Prevent discrimination and sexual harassment against women; promote gender amity.
2. Recommend rule changes for gender justice and lay down procedures for prohibition, resolution, settlement and prosecution.
3. Deal with cases of discrimination/harassment in a time-bound manner, ensuring support and termination of harassment.
4. Recommend appropriate punitive action to the Vice-Chancellor.

4.5 Powers & Duties

Preventive:

• Ensure a safe, harassment-free environment.
• Promote quality and gender justice.
• Publicize the policy widely (prospectuses, notice boards).
• Publicize Committee member names/phone numbers.
• Plan gender sensitization programmes.

Remedial:

• Maintain a safe, accessible, sensitive complaint mechanism.
• Take cognizance of complaints, conduct enquiries, assist victims, recommend penalties, act against harassers.
• Recommend follow-up action and monitor it.
• Advise disciplinary authority on warnings or legal help (with complainant's consent).
• Seek medical, police, legal intervention with consent and approval.
• Arrange psychological/emotional/physical support for the victim.

4.6 Procedures for Registering Complaints & Enquiry

1. Complaints submitted to the Registrar in person, in writing/email.
2. Registrar forwards the complaint to the committee immediately.
3. Complainant may be accompanied by a representative.
4. All complaints must be received and recorded.
5. Meetings called by Member Secretary with Chairperson, with 3–5 working days' notice.
6. Confidentiality maintained during the enquiry.
7. Confidentiality maintained after the report if the complainant desires.
8. Quorum: one-third of total membership, including one member from the complainant's category and one external nominated member.
9. Prima facie case established within 10 days of complaint receipt; reasons for not pursuing recorded and shared with complainant.
10. Complainant and accused called separately during enquiry; complainant may be accompanied by one representative.
11. Enquiry completed within one month.
12. Staff-related reports go to the Board of Management (BoM).
13. Student-related reports go to the Disciplinary Committee.
14. Staff disciplinary action follows Supreme Court judgment and prescribed rules.
15. Student disciplinary action may include: Warning; Written apology; Bond of good behavior; Debarring from hostel/campus for a period; Suspension; Withholding results; Debarring from exams; Expulsion; Denial of future admission; Other relevant punishment.

4.7 Additional Procedures

1. Complainant identity not made public until enquiry completion.
2. Filing a grievance/complaint shall not adversely affect staff status/job/salary/promotion.
3. Any committee member charged with sexual harassment must step down during the enquiry.
4. Committee should have access to legal, medical, psychological help resources.
5. Third-party/outsider harassment — University authorities initiate action with appropriate authority.
6. Non-adversarial modes (verbal warning/apology, promise of good behavior) may be considered in appropriate cases.