In pursuance of UGC (Prevention, prohibition and redressal of
sexual harassment of women employees and students in higher educational
institutions) Regulations, 2015 read with Sexual Harassment of Women at
Workplace (Prevention, Prohibition and Redressal) Act, 2013 and in partial
modification of Office Order No. 449 dated 05.08.2016, Internal Complaints
Committee (ICC) is re-constituted as under to deal with the complaints
relating to Sexual harassment at work place.
The ICC comprises of the following members:
On receipt of a complaint ICC shall conduct preliminary
enquiry so as to ascertain the truth of the allegations by collecting the
documentary evidence as well as recording statements of any possible
witnesses including the complainant. ICC shall then submit the preliminary
enquiry report to Principal along with all the original documents adduced
during the preliminary enquiry proceedings. In case the allegations are not
in the nature of sexual harassment, ICC may refer such complaints to the
Grievance Redressal cell.
Where sexual harassment occurs as a result of an act or
omission by any third party or outsider, ICC shall take all steps necessary
and reasonable to assist the affected person in terms of support and
ICC shall comply with the procedure prescribed in the
aforementioned section IV AICTE (Gender Sensitization, prevention and
Prohibition of Sexual Harassment of woman employees and students and the
redressal of grievances in Technical Institutions) regulation 2016 for
inquiring into the complaint in a time bound manner.
If ICC concludes that the allegations made were false,
malicious or the complaint was made knowing it to be untrue or forged or
misleading information has been provided during the inquiry, the complainant
shall be liable to be punished as per the relevant provision of the
aforementioned IV AICTE (Gender Sensitization, prevention and Prohibition of
Sexual Harassment of woman employees and students and the redressal of
grievances in Technical Institutions) regulation 2016.
Member Secretary/Chairperson, ICC shall receive the
complaints of sexual harassment, if any, on behalf of ICC and shall
co-ordinate the deliberations of the ICC on the complaints received
Who can approach ICC for help?
Any female faculty, student or staff of Govt. Polytechnic
Definition of Sexual Harassment:
"Sexual harassment" includes any unwelcome sexually inclined
behaviour, whether directly or indirectly, such as:
Physical contact and advances
Demand or request for sexual favours
Sexually coloured remarks
Showing any pornography, or
Any other unwelcome physical, verbal or non-verbal
conduct of sexual nature
What are the possible actions that can be taken against the
Bond of good behaviour
Adverse remark in the Confidential Report
Stopping of increments/promotion
Any other relevant actions
If you think you are harassed or being harassed, what should you do?
Your complaint will be kept CONFIDENTIAL.
The inquiry shall be completed within a period of ninety days from the
date of the complaint.
On completion of the inquiry, the ICC shall provide a report of its
findings to the employer within a period of ten days from the date of
completion of the inquiry and such report be made available to the
If the allegations against the respondent has been proved, it shall
recommend punitive actions to be taken against the respondent to the
The employer shall act upon the recommendation within sixty days of