Complaints Committee
Internal Complaints Committee(2018-2019)
An Internal Complaints Committee (ICC) is a vital component in organizations, especially to address issues related to workplace harassment. It serves as a platform for employees and students to confidentially report and resolve concerns, ensuring a safe and respectful work environment. ICC members should be trained in handling such matters with sensitivity, and organizations should promote awareness about the committee’s existence and function among employees. Regular reviews and updates of policies contribute to the effectiveness of the Internal Complaints Committee. The sexual harassment of women at workplace (prevention, prohibition and redressal) act 2013 Is an act to provide protection against sexual harassment of women at work place sexual harassment results in the violation of basic fundamental rights of women such as Right to equality under article 14,15 and her right to life and live with dignity under article 21 of the constitution of India
Definition of Sexual Harassment
Any form of verbal or physical behaviour which is unsolicited and unwelcome and interferes with an individual’s work performance by creating an intimidating/insecure working environment. Unwelcome sexually determined behaviour (whether directly or by Implication) in any form, such as:
- Physical contacts and advances;
- A demand or a request for sexual favours;
- Sexually coloured remarks; Showing pornography.
- Any other unwelcome physical, verbal/non-verbal conduct of Sexual nature.
Where any of these acts is committed in circumstances where the Complainant has a reasonable apprehension that in relation to the Complainant’s employment or work whether drawing salary, or honorarium or voluntary, whether in public or private enterprise such conducts can be humiliating and may constitute a health and safety problem. This list is illustrative and not exhaustive and applicable irrespective of gender.
Objectives of ICC
- To develop a policy against sexual harassment of women at the Institute
- 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 promote a social and psychological environment to raise awareness on sexual harassment in its various forms.
- To create a secure physical and social environment to deter any act of sexual harassment.
- To evolve a permanent mechanism for the prevention and Redressal of sexual harassment cases and other acts of gender based violence at the Institute.
Who can approach ICC?
Any aggrieved woman who has suffered harassment at workplace can approach ICC. Aggrieved woman include:
- Woman who is an employee of an institution can approach to ICC for justice.
- Students of an institution can approach to ICC for justice.
Complaint Mechanism
A Person who has been subject to Sexual Harassment may make in writing a Complaint of sexual harassment at workplace to the Committee within a period of three months from the date of incidence and in case of series of incidences within a period of three months from the date of last incidence. Provided that where such Complaint cannot be made in writing, the presiding Chairperson or any member of the ICC or the chairperson shall render all reasonable assistance to the Complainant for making the Complaint in writing.
If the Committee is satisfied that the circumstances were such that prevented the Complainant from filling the Complaint within said period they can extend the time limit not exceeding three months.
The Complainant is required to send the written Complaint to the ICC either by way of copies of the letter detailing Complaint. The Complainant may also email the Complaint to a Committee member. The Complaint may be made in the format provided in Schedule B, herein or in such manner containing all the information as provided in Schedule.
It is pertinent to mention that the written Complaint is mandatorily required to be filed by the Complainant with full name and details for seeking any action under this Policy and/or the Act. Any anonymous Complaint shall not be entertained.
Where the Complainant is unable to file the Complaint of their own, their legal heirs or parents, spouse, children or sibling can file the Complaint.
A third party can also be a Complainant however, a written Complaint from the Person who has been subject to Sexual Harassment is mandatory to be filed with the ICC as the case may be.
Both written/ emailed Complaint must provide the details of the incident together with the names of the Respondent/s and the Complainant/s as available.
Role and responsibility of internal complaint committee for sexual Harassment-
- To ensure provision of a work and educational environment that is free from sexual harassment (Sexual harassment is defined by law from the perspective of the person who feels they have been harassed and it occurs if the person who feels. They have been harassed feels offended, humiliated, or intimidated by the conduct and it is reasonable, in all the circumstances that the person who feels they have been harassed would feel offended, humiliated or intimidated).
- To take all reasonable steps (active and preventive in nature) to prevent the harassment occurring. To address any oral/written complaint about unwelcome sexual advances, unsolicited acts of physical intimacy, unwelcome requests for sexual favours or other unwelcome conduct of asexual nature. Unwelcome conduct of a sexual nature includes oral or written statements of a sexual nature to a person. Or in a person’s presence.
- Obtain high level support from the Governing Body & the Principal of the college for implementing a comprehensive strategy:
Providing information to all staff and students about what constitutes sexual harassment and about their responsibility not to sexually harass other staff and students Providing information and training to students and all staff’ conducting teaching.
Providing information and training to students and all staff conducting teaching
To do so in the interests of justice, it may, on the request of the complainant or otherwise, disciplinary action could be initiated in the form of:
- Warning
- Written apology
- Bond of good behavior
- Adverse remarks in the confidential report
- Debarring from supervisory duties
- Denial of membership of statutory bodies
- Denial of re-employment/re- admission
- Stopping of increments/promotion/denying admission ticket
- Reverting, demotion.
- Suspension
- Any other relevant mechanism.
If, at the culmination of the proceedings before it, the Committee is satisfied that the complainant has knowingly brought false charges of sexual harassment against any person, it shall report the same with recommendations of Principal/Management, with reasons be taken against such person. Stopping of increments/promotion/denying admission ticket.
Composition
The Internal Complaint Committee of the college generally is having the provision of two/three teaching staffs as its member and the principal as the chairman and office staff as member. The committee is having the provision of being reconstituted every year if situation arises for so by the principal himself along with suggestions sought from the in charge administrative body. Care is taken to select staff members from each stream.
The following staff members are in the charge of this cell.
- To aware the students of the humanizing effect of ragging inherent in its perversity.
- To keep a continuous watch and whistle over ragging so as to prevent its occurrence and recurrence.
- Promptly and stringently deal with the incidence of ragging brought to the notice of the college authorities.
Internal Complaint Committee
| Sl. No. | Name | Role |
|---|---|---|
| 1 | Dr. Capt. Shibasish Banerjee | Chairperson |
| 2 | Ms. Sutapa Dutta | Convener |
| 3 | Ms. Maitryee Ghosh | Member |
| 4 | Ms. Jharna Biswas | Member |