Safety and security of
students and staff member’s policy committee is Prevention, Prohibition
and Redressal Policy of sexual harassment of Women Employees and Students-GMRIT
The policy is as follows:
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 Compliance Committee (ICC) of the College is
constituted as given below to deal with complaints relating to Sexual
harassment at the work place.
S.NO
COMMITTEE
NAME
OF THE MEMBER
ROLE
1
Presiding Officer
Dr. P.Kanchanamala
Chairperson
2
Two faculty members (GMRIT)
Dr. P.N.L.Pavani
Dr. K. Koteswara Rao
Member
Member
3
Two non-teaching employees (GMRIT)
Mrs. Suseela
Mrs. Mary
Member Secretary
4
A member from NGO or a person familiar
with sexual harassment issues
Dr. Vanaja Danthuluri,
Asst. Professor Dept of Social Work Dr. B. R. Ambedkar University Srikakulam
Member
5
Three Student nominees (if the matter
involves students)
Ms. P. Deepika(III-CSE)
Ms. A. Jahnavi(III-Civil)
Ms K. Jhansi(III-IT)
Members
The term of office of the members of the ICC will be for a period of three
years.
On receipt of a complaint, the ICC shall conduct a
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 the 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, the ICC may refer such
complaints to the Grievance Redressal Cell or to the principal.
On receipt of a complaint, the ICC shall conduct a
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 the
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, 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 shall receive the written
complaints of sexual harassment, if any, on behalf of ICC and shall coordinate
the deliberations of the ICC on the complaints received.
Who can approach ICC for help?
Any female (faculty member, student or non-teaching staff
member) of GMRIT can seek redressal from the ICC.
Definition of Sexual Harassment: "Sexual
harassment" includes any unwelcome sexually inclined behaviour, whether
directly or indirectly, such as:
a) Physical contact and advances
b) A demand or request for sexual favours
c) Making sexually coloured remarks (including jokes)
d) Showing pornography (books, photographs, paintings, films,
pamphlets, packages, etc. containing ‘indecent representation of women’)
e) Any other unwelcome physical, verbal or non-verbal conduct
of sexual nature.
Under the Act, the following also count as sexual
harassment:
a) Implied or explicit promise of preferential treatment in
her employment.
b) Implied or explicit threat of detrimental treatment in her
employment
c) Implied or explicit threat about her present or future
employment status
d) Interference with her work or creating an intimidating or
offensive work environment for her
e) Humiliating treatment likely to affect her health or
safety.
What are the possible actions that can be taken against
the accused if found guilty?
If the accused is an employee:
Depending upon the severity of the case, punitive action may
take any of the following forms
Warning
Written apology
Bond of good behaviour
Adverse remark in the Confidential Report
Stopping of increments/promotion
Suspension
Dismissal
Any other relevant actions.
If the accused is a student:
Withhold privileges of the students such as access to the
library, auditorium, halls of residence, transportation, scholarships,
allowances, and identity card.
Suspend or restrict entry into the campus for a specific
period.
Expel and strike off name from the rolls of the institute,
including denial of readmission. If the offence so warrants;
Award reformative punishments like mandatory counselling
and or performance of community services.
If you think you are being harassed, what should you do?
You can complain through a mail at ppsh@gmrit.edu.in
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.
Frivolous complaints
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 UGC Regulations 2015.
