Internal Complaints Committee


In pursuance of UGC (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Education Institutions) Regulations, 2015 read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Internal Complaints Committee (ICC) of the College is constituted as under to deal with complaints relating to Sexual harassment at the work place.

OfficeOrder
The ICC of the College comprises of the following members:

1

PresidingOfficer

P.Sruthi
AssistantProfessor,Dept.ofMBA

Chairperson

2

Twofacultymembers

S.INDRAJA    AssistantProfessor Dept. of  MBA
M.MANASA AssistantProfessor,Dept.of MBA

Member

Member

3

Onenon-teaching employee

  1. HASEENA

Member

 

4

AmemberfromNGO or a person familiar with sexual harassment issues

R.ReddyPrasanna,
Social Worker,LokashamathaHumanrights

 

Member

5

ThreeStudent nominees
(ifthematterinvolves students)

LadiesRepresentative-Ms.A. SUSMITHA

LadiesRepresentative-Ms.P. MANASA   Ladies Representative- Ms.K.PRASANNA

Member
Member

Member

Onreceiptofa complaint, the ICC shall conductapreliminaryenquiryso as toascertainthetruth 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 the Principal, along with all the original documentsadducedduringthepreliminaryenquiryproceedings.In casetheallegationsarenotin the nature of sexual harassment, the ICC may refer such complaints to the Grievance Redressal Cell or to the Principal.

Where sexual harassment occurs as a result of an act or omission by any third party or outsider, the ICC shall take all steps necessary and reasonable to assist the affected person in terms of support and preventive action

The ICC shall comply with the procedure prescribed in the aforementioned UGC Regulations 2015 and the Sexual Harassment Act for inquiring into the complaint in a time bound manner.

If the ICC concludes that the allegations made were false or 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 UGC Regulations 2015.

The Member Secretary, ICC shallreceive thewritten complaints of sexual harassment, if any, on behalf of ICC and shall coordinate the deliberations of the ICC on the complaints received


Whocan approach ICC for help?

Anyfemaleemployee(facultymember,studentornon-teachingstaffmember)ofVikas Institute of Business Management can seek redressal from the ICC.


Definition of Sexual Harassment:

"Sexual harassment" includes any unwelcome sexually inclined behaviour, whether directly orindirectly, such as:
a) Physicalcontactandadvances
b) Ademandorrequestforsexual favours
c) Makingsexuallycolouredremarks(includingjokes)
d) Showingpornography(books,photographs,paintings,films,pamphlets,packages,etc. containing ‘indecent representation of women’)
e) Anyotherunwelcomephysical,verbalornon-verbalconductofsexualnature. Under the Act, the following also count as sexual harassment:
a) Impliedorexplicitpromiseofpreferentialtreatmentinheremployment.
b) Impliedorexplicitthreat ofdetrimentaltreatmentinheremployment
c) Impliedorexplicitthreataboutherpresentorfutureemployment status
d) Interferencewithherworkorcreatinganintimidatingoroffensiveworkenvironmentfor her
e) Humiliatingtreatmentlikelytoaffectherhealthorsafety.


Whatarethepossibleactions thatcanbetakenagainsttheaccusediffoundguilty?

Dependingupontheseverity ofthecase,punitiveactionmaytakeanyofthefollowing forms
• Warning
• Writtenapology
• Bondof goodbehaviour
• AdverseremarkintheConfidentialReport
• Stoppingofincrements/promotion
• Suspension
• Dismissal
• Anyotherrelevantactions

Ifyou thinkyou arebeingharassed,what shouldyoudo?
• Sendanemailtoprincipal.hj@jntua.ac.in
• YourcomplaintwillbekeptCONFIDENTIAL. Inquiry process:
• Theinquiryshallbecompletedwithin aperiodof90daysfromthedateofthecomplaint.
• TheICC shallprovide areport of its findingsto thePrincipalwithin a period of 10 days from the date of completion of the inquiry and such report shall be made available to theconcerned parties.
• If the allegation against the respondent has been proved, the ICC shall recommend punitive action(s) to be taken against the respondent.
• ThePrincipalshallactupontherecommendationwithin60days ofreceivingit.

Caveat

All female faculty members, non-teaching staff and students must bear in mind that such complaints are of an extremely serious nature and should, on no account, be made in a frivolous manner. This platform should not be misused to settle personal scores, or for any other non- genuine reason.

Roles and Responsibilities:

Prevent discrimination and sexual harassment, by promoting gender amity among students and employees;
• Makerecommendations to themanagementfor changes/elaborations intheRules for students in the Prospectus and the Bye-Laws, to make them gender just and to lay down procedures forthe prohibition, resolution, settlement and prosecution of acts of discrimination and sexual harassment, by the students and the employees;
• Deal with cases of discrimination and sexual harassment against women, in a time bound manner, aimingatensuringsupportservicestothevictimizedandterminationoftheharassment;
• RecommendappropriatepunitiveactionagainsttheguiltypartytotheManagement.

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