INTERNAL COMPALINT COMMITTEE:
INTERNAL COMPALINT COMMITTEE
Overview:
The Amrutvahini College of Engineeringhas zero tolerance policy against
discrimination and sexual harassment. An act of sexual harassment is a
punishable offence. In terms of sexual harassment of Women at Workplace
(Prevention, Harassment and Redressal) Act 2013, with a view to provide
protection against discrimination and sexual harassment of women at
workplace and for the prevention and redressal of complaints of sexual
harassment and for matters connected therewith or incidental there to, the
internal Complaints Committee (ICC) has been constituted.ICC meets on a
need basis to address any complaints from students, teaching and
nonteaching members and takes necessary action.The college is committed to
providing a safe and conducive work and academic environment to students
and its employees and is extremely alert to matters pertaining to any kind
of harassment and gender sensitivity.
This policy establishes the basis for the formation of ICC, including their
composition, membership,terms and recommendations.
Scope:
The rules and regulations outlined in this policy shall be applicable to
all complaints of sexual harassment made:
- By a member of the Institution against any other member of the
Institution irrespective of whether the harassment is alleged to have taken
place within or outside the campus
- By an outsider against a member of the Institution or by a member of the
Institution against an outsider if the sexual harassment is alleged to have
taken place within the campus.
- By a member of the Institution against an outsider if the sexual
harassment is alleged to have taken place outside the campus. In such cases
the Committee shall recommend that the Institution authorities initiate
action by making a complaint with the appropriate authority. Further the
committee will actively assist and provide available resources to the
complainant in pursuing the complaint.
Objectives:
- To fulfil the directive of the Supreme Court enjoining all employers to
develop and implement a policy against sexual harassment at the work place.
- To ensure the implementation of the policy in letter and spirit through
proper reporting of the complaints and their follow-up procedures.
- To uphold the commitment of the Institute to provide an environment free
of gender- based discrimination.
- To create a secure physical and social environment which will deter acts
of sexual harassment.
Policy
- Internal Complaint Committee shall have following functions:
-
Confidentiality: with respect to the details of the
complaint, the complainant’s identity and the person(s) who she has charged
must therefore be mandatorily guaranteed, but by itself, this is not
enough, as confidentiality must extend both to the procedures employed in
enquiries and the witnesses involved in them for the guarantee to be truly
meaningful.
-
Non - Coercion and Interim relief: The institution
applies this policy in letter and spirit. As per the rules an order of
restraint is issued to the respondent as soon as the complaint is filed,
prohibiting all direct or indirect contact with the complainant, her family
or witnesses. Violations of the order of restraint are viewed as
aggravating the offence committed.
-
Fair Policy- In accordance with the fair policy all ICC
enquiries are carried out in accordance with a detailed procedure for
inquiry into a complaint of sexual harassment, starting from the filing of
the complaint, examination and cross-examination of witnesses, right up to
the submission of the report.
-
Education and Redressal
- there is zero tolerance for quid pro quo harassment involving a
teacher\employee and a student or those in any other hierarchical
relationship. The specific redressal of a particular complaint demands
vary according toindividual cases, but the objective of the
interventions by ICC is to ensure that the sexual harassment stops at
once.
-
Ethics for Research Supervision:
The perspective that should guide ethics for research supervision is to
maintain clear norms in the relationship such that neither is the
student violated nor does her research suffer. Time spent with
supervisors is professionally oriented and not be personal. Unnecessary
requests to spend time with supervisors should be avoided. All meetings
should be during office hours in office space. Any complaint made by a
student about a supervisor must be forwarded to the Sexual Harassment
committee and official-lly acknowledged. Following this the Supervisor
must be suspended and another faculty member assigned in consultation
with the student.
- Definition of Sexual Harassment
The following constitute sexual harassment:
- When submission to unwelcome sexual advances, requests for sexual
favors, and verbal or physical conduct of a sexual nature are, implicitly
or explicitly, made a term or condition of teaching/guidance, employment,
participation or evaluation of a person’s engagement in any Institute
activity.
- When unwelcome sexual advances, and verbal, non-verbal and/or physical
conduct such as loaded comments, remarks or jokes, letters, phone calls or
e-mails, gestures, exhibition of pornography, lurid stares, physical
contact, stalking, sounds or display of a derogatory nature have the
purpose and/ or effect of interfering with an individual’s performance or
of creating an intimidating, hostile, or offensive environment.
- When a person/s uses, with a sexual purpose, the body or any part of it
or any object as an extension of the body in relation to another person
without the latter’s consent or against that person’s will, such conduct
will amount to sexual assault.
- When deprecatory comments, conduct or any such behavior is based on the
gender identity/sexual orientation of the person and/or when the classroom or
other public forum of the Institute is used to denigrate/ discriminate against person(s), or
create a hostile environment on the basis of a person’s gender identity/sexual orientation.
-
Membership
The Internal Complaint Committee shall comprise of
following members:
|
Sr. No.
|
Representative
|
Designation
|
Contact number
|
e-mail id
|
|
1
|
Dr.Rekha P. Labade, Head Electronics and
Telecommunication Engineering department
|
Chair Person
|
9850498510
|
hod.entc@avcoe.org
|
|
2
|
Mrs.Rupali Kale
|
NGO, Member
|
9850404331
|
-----
|
|
3
|
Prof.Vrushali Sable Assistant Professor, MBA
|
Member Coordinator
|
9096122690
|
vrushali.sable@avcoe.org
|
|
4
|
Prof.Jayeshri N. Ganthade Assistant Professor, Computer
Engineering department
|
Member
|
9579843030
|
Jayshri.ganthade@avcoe.org
|
|
5
|
Prof. Jyoti R. Rokade Assistant Professor, Electrical
Engineering. Department
|
Member
|
9960526427
|
jyoti.rokade@avcoe.org
|
|
6
|
Mrs. Mangala. J. Rahane, Technical Assistant,
Electronics Engineering department
|
Member
|
9960965849
|
mangala.rahane@avcoe.org
|
|
7
|
Miss Rohini Kale, Third year Electrical Engineering
|
Student Representative
|
9422930265
|
kalerohini233@gmail.com
|
|
8
|
Miss. PrajaktaShirsath Second Year MBA
|
Student Representative
|
9146806394
|
shirsathpa1997@gmail.com
|
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Definition of Sexual Harassment
The following constitute sexual harassment:
- When submission to unwelcome sexual advances, requests for sexual
favours, and verbal or physical conduct of a sexual nature are, implicitly
or explicitly, made a term or condition of teaching/guidance, employment,
participation or evaluation of a person’s engagement in any Institute
activity.
- When unwelcome sexual advances, and verbal, non-verbal and/or physical
conduct such as loaded comments, remarks or jokes, letters, phone calls or
e-mails, gestures, exhibition of pornography, lurid stares, physical
contact, stalking, sounds or display of a derogatory nature have the
purpose and/ or effect of interfering with an individual’s performance or
of creating an intimidating, hostile, or offensive environment.
- When a person/s uses, with a sexual purpose, the body or any part of it
or any object as an extension of the body in relation to another person
without the latter’s consent or against that person’s will, such conduct
will amount to sexual assault.
- When deprecatory comments, conduct or any such behaviour is based on the
gender identity/sexual orientation of the person and/or when the classroom or
other public forum of the Institute is used to denigrate/ discriminate against person(s), or
create a hostile environment on the basis of a person’s gender identity/sexual orientation.
-
Duties of Internal Complaint Committee
- Procedure For Registering Complaints
- All complaints must be brought by the complainant in person either to
the Gensen committee which will refer the case to ICC or directly to ICC.
The exception for this will be in cases of forced confinement of the
person. In such a case, brought by another person on behalf of the
complainant, the committee will examine whether an investigation,
intervention or some other assistance is needed. In exceptional cases,
third party/witness complaints may be entertained. In such cases, the
committee will ascertain whether the person alleged to have been harassed
wishes to lodge a formal complaint. Once such a complaint is received the
committee shall proceed to investigate it as per the procedure specified.
- If the complainant wishes s/he can be accompanied by a representative.
- The Vice-Chancellor can refer any complaint to ICC.
- Enquiry Procedures
- All complaints made to any committee member must be received and
recorded by the member, who shall then inform the Chairperson about the
complaint, who in turn shall call a meeting of the committee.
- The committee is bound to maintain confidentiality during the time of
the enquiry (in order not to prejudice the proceedings).
- After the report has been finalized, confidentiality should be
maintained, if the complainant so desires, by withholding the complainant’s
name and other particulars that would identify her.
- The ICC after the receipt of a complaint, establish a prima facie case
of sexual harassment on the basis of both the definition of sexual
harassment as given in this policy, and the jurisdiction of this policy.
Reasons for not pursuing a complaint must be recorded in the minutes and
made available to the complainant in writing.
- In case of a complaint filed by another person on behalf of the
complainant (where the complainant is in confinement) the complaint will be
investigated in order to explore whether a prima facie case of sexual
harassment exists and whether intervention or some other assistance is
required.
- During the enquiry procedure, the complainant and the accused will be
called separately so as to ensure freedom of expression and an atmosphere free of
intimidation. The complainant will be allowed to be accompanied by one representative
during the enquiry.
- The ICC must submit its report to the Director of Technical
Education(DTE) office Nashik not later than one month.
- In special circumstances the matter may be referred to the Chief
executive Officer (CEO) of AmrutvahiniSheti and Shikshan Vikas Sanstha.
- The entire process of enquiry should be completed within three months.
