Anti-Sexual Harassment Cell

Objectives

• To develop a system for the institution's use in the prevention and resolution of cases of sexual harassment and other gender-based violence.
• To create a setting devoid of discrimination based on gender.
• To guarantee equitable access to all resources and involvement in college-sponsored events
• To estabpsh a social and physical environment that is safe and discourages sexual harassment
• To promote a social and psychological environment that will raise awareness about sexual harassment in its various forms.

Role And Responsibility Of Sexual Harassment Prevention Committee

1. To guarantee the establishment of a sexual harassment-free work and learning atmosphere
2. To take all appropriate action, both proactive and preventive, to stop the harassment from happening; To respond to any written or verbal complaints regarding: unwanted sexual advances; unwanted acts of physical intimacy; unwanted demands for sexual favours; or any unwanted asexual behavior.
3. Create a formal policy that forbids sexual harassment. There must be a sexual harassment policy for the institution. The policy gives a definition of sexual harassment and lists actions that are not acceptable in addition to outlining the Institute's main obligations and legal obligations. (Giving Principals, supervisors and staff conducting teaching and learning activities information and training on meeting their responsibilities in relation to maintaining a work and study environment free from sexual harassment. Educating all staff and students about what sexual harassment is and about their responsibility not to sexually harass other staff and students)
4. Display anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures; Conduct regular awareness raising sessions for all staff on sexual harassment issues.

Definition Of Sexual Harassment

For this purpose, sexual harassment includes such unwelcome sexually determined behaviors (whether directly or by implication) as:

Physical contact and advances;

A demand or request for sexual favours;

Sexually colored remarks;

Showing pornography;

Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

Action To Be Taken By The Committee

The Committee will convene as soon as it receives a complaint. Any member of the committee may receive a complaint. If the written complaint is incomplete or missing necessary details, the Committee may instruct the complainant to compile and submit a thorough summary of incidents. The complainant may be given two (2) days to comply with this request, or the Committee may designate an alternative deadline.

Within four (4) days of receiving this directive, or within another time frame, the Committee may determine, the accused employee(s) must draft and submit a written response to the complaint and/or allegations.

A copy of the written statement or statements that the other party has submitted must be given to each party.

The Committee will follow natural justice principles when conducting the proceedings. Both parties must be given a fair chance to present their cases. If the accused declines to engage in the proceedings, the Committee will proceed in an expert manner.

To bolster their claims, the parties may present witnesses and pertinent documentation to the Committee. Each party's signature must be attached to documents they generate to attest to the

The person presenting the document or witness has the right to contest it or ask a cross-examination of the witness. The Committee will meet daily to record and discuss the evidence submitted by each party.

All Committee meetings, to the extent possible, will be held with both parties present.

The members of the Committee shall prepare and duly sign the minutes of all committee meetings.

The Committee shall make all endeavors to complete its proceedings within a period of fifteen (15) days from the date of receipt of the complaint. Within five (5) days after the conclusion of the proceedings before it, the Committee shall document its conclusions in writing, accompanied by justifications, and transmit the same together with its recommendations to the Principal/Management. Should the Committee conclude that the evidence reveals the accused individual has committed a crime, this will be made clear in the Committee's report. investigation.

The Committee may, at the complainant's request or otherwise, begin disciplinary action in the following forms if, during the course of the proceedings, it is satisfied that a prima facie case of sexual harassment is made out against the accused employee(s)/student and that there is any chance of the recurrence of any such action, or that it is required to do so in the interests of justice :

1. Warning
2. Express regret in writing
3. The virtuous behaviors bond
4. Negative comments in the private report
5. Refusing to perform supervisory roles
6. Being excluded from statutory bodies
7. Refusal of reemployment or admittance.
8. Cessation of raises, promotions, or denial of admission ticket
9. Going back and demoting

The Committee shall report in writing to the Principal/Management, along with reasons and recommendations for the appropriate action to be taken against any person who, during the course of the proceedings before it, the Committee determines has victimized or retaliated against the complainant or anyone assisting the complainant as a result of the complaint having been made or such assistance having been offered.

Annual Report

The Chairperson of the Committee will prepare an Annual Report at the end of each academic year, giving a full account of the activities of the Committee during the year.