COMMITTEES AND CELLS

INTERNAL COMPLAINTS COMMITTEE

Maharaja’s College is committed to provide safe academic and working environment to all girl students and its women employees. As per the guidelines of Supreme Court, UGC, Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013, an Internal Complaints Committee (ICC) on Sexual Harassment  has been established by the college. This committee has been constituted under the policy  prevention and punishment for sexual harassment of women at workplace.

ICC is headed by a senior female faculty of the institute. ICC meets on a need basis to address any complaints from students, teaching and nonteaching members and takes necessary action. The college is committed to providing a safe and conducive work and academic environment to students and its employees and is extremely to matters pertaining to any kind of harassment and gender sensitivity. Posters are displayed at strategic places within the campus to communicate the philosophy of institute in such matters.

Objectives, Roles and Responsibilities of College Internal Complaints Committee

• Prevent discrimination and sexual harassment, by promoting gender amity among students and employees;
• Deal with cases of sexual harassment against women, in a time bound manner, aiming at ensuring support services to the victimized and termination of the harassment;
• Recommend appropriate punitive action against the guilty party to the higher authorities.

The Committee shall meet as often as may be needed and appropriate.

Mechanism and Composition of ICC on Sexual Harassment

• The way of registering complaints should be sensitive, safe, and accessible.
• Complaints of sexual harassment may be lodged by the victim or a third party.
• The victim can be accompanied by a representative, if she wishes so.
• All complaints made to any committee member must be received and recorded by the member, who shall then inform the chairperson about the complaint, who in turn shall call for a meeting of the committee.
• The ICC on Sexual Harassment must determine whether a prima facie case of sexual harassment is made within three days of receiving a complaint. After carefully considering the complaint and hearing the complaint and the defendant and/or any other relevant person, it shall determine whether an enquiry by the committee is to be instituted or not. If the committee deems it necessary to hear the defendant at the preliminary stage, it shall start the enquiry process.
• If the committee against sexual harassment decides not to conduct an enquiry into a complaint, it shall record the reasons for the same in the minutes of the committee meeting. The committee shall also make the same available to the complainant in writing
• If the committee finds an employee of the Institute involved in sexual harassment of the complaint, then it can recommend immediate disciplinary action in the form of dismissal or any other relevant method.
• If the committee finds a student of the Institute is involved in sexual harassment of the complainant, it can recommend disciplinary action in the form of suspension for a specific period of time or expulsion from the institution.

Internal complaint committee members

Reports