The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has been implemented by the Ministry of Women and Child Development, Government of India. The Ministry of Human Resource Development via notification dated 2nd May, 2016 made University Grants Commission (Prevention, Prohibition and Redressal of Sexual Harassment of Women employees and students in Higher Educational Institutions) Regulation, 2015. This statute was enacted to fill the legislative void which had been partially addressed by the judiciary in Vishaka and Others v. State of Rajasthan and Others (1997 (7) SCC 323). In this seminal public interest litigation verdict, the Supreme Court of India had framed a set of guidelines (“Vishaka Guidelines“) for dealing with instances of sexual harassment at the workplace, which has now been codified in the POSH Act (see below attachment).

Above legal provisions provide our students and employees with safety, 24×7 security, cordial environment, freedom from sexual harassment and gender discrimination. UGC Regulation states the responsibility of HEIs to act decisively against all gender based violence against employees and students of all sexes and to reinforce its commitment to creating its campus free from discrimination, harassment, retaliation and any form of sexual assault. In pursuance of the above, the Internal Complaints Cell (ICC) of JRM is constituted to deal with complaints regarding Sexual harassment cases within the college campus.

The ICC of the College comprises of the following members:

• To arrange programmes and promote gender sensitization among stakeholders to become aware of their legal rights, protections and provision.
• Make recommendations to administration/ IQAC to give its priority in all their undertakings
• ICC is to provide victims of such cases with knowledge, procedures, hassle-free support, support services, etc.
• To conduct awareness programme for women on matter of sexual harassment at workplace, schools, colleges etc around Amtala.
• To take consistent and stiff action against sexual harassment, gender discrimination of women employees and students in the college.
• Lay down appropriate punitive action against the guilty.
• To figure out various techniques and strategies, measures, procedures etc to reduce sexual harassment and gender discrimination.

Number of Complaints of Sexual Harassment: NIL

Number of Complaints Disposed off : NIL

Number of Cases Pending over 90 days : NIL

Number of Workshops/ Awareness Events : NIL

Nature of Action Taken by the College : NIL

Definition of Sexual Harassment:

"Sexual harassment" includes any unwelcome sexually inclined behaviour, whether directly or indirectly, such as:

• Physical contact and advances.
• A demand or request for sexual favors.
• Making sexually coloured remarks (including jokes).
• Showing pornography (books, photographs, paintings, films, pamphlets, packages, etc. containing ‘indecent representation of women’).
• Any other unwelcome physical, verbal or non-verbal conduct of sexual nature. Under the Act, the followings also count as sexual harassment:

▬ Implied or explicit promise of preferential treatment in her employment.

▬ Implied or explicit threat of detrimental treatment in her employment.

▬ Implied or explicit threat about her present or future employment status.

▬ Interference with her work or creating an intimidating or offensive work environment for her.

▬ Humiliating treatment likely to affect her health or safety.

Complaint Registration:

Register your complaint related to Sexual Harassment in the following manner:

• Send an email to: principal@jrm.org.in

• Drop Complaints in the Complaint Box near the college office.
• Inform verbally or in any other means to any of the ICC Members.

N.B.: We assure you that Your Identity and complaint will be kept CONFIDENTIAL throughout the process of justice deliverance.

Inquiry Process:

• The inquiry shall be completed within a period of 90 days from the date of the complaint.
• The ICC shall provide a report of its findings to the Principal within a period of 10 days from the date of completion of the inquiry and such report shall be made available to the concerned parties.

• If the allegation against the respondent has been proved, the ICC shall recommend punitive action(s) to be taken against the respondent.
• The Principal shall act upon the recommendation within 60 days of receiving it.

Possibility of Actions against the Guilty:

On the basis of the severity of the particular case, punitive action may be taken such as the followings:

• Warning
• Written apology duly signed by parents/ spouse.
• Bond of good behaviour
• Adverse remark in the Service Book/ Character Certificate
• Stopping of increments/promotion
• Suspension
• Dismissal
• Any other relevant actions

Useful Documents:

• University Grants Commission (Prevention, Prohibition, Redressal Of Sexual Harassment Of Women Employees And Students In Higher Educational Institutions) Regulations 2015.
• UGC Regulations 2015
• Vishaka Guidelines against Sexual Harassment at Workplace.
• Handbook on Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
• The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

• Handbook-on-Sexual-Harassment-of-Women-at-Workplace
• POSH-ACT-AND-UGC-REGULATIONS ACT 2015
• Sexual Harassment of Women at Workplace Act, 2013
• UGC Regulations 2015
• Vishaka Guidelines