ICC

Click here to PDF – 2022

Click here to PDF – 2023

ANTI SEXUAL HARASSMENT POLICY

As per the guidelines of UGC, NAAC and the Supreme Court an Anti Sexual Harassment Cell has been established by PATTUKKOTTAI POLYTECHNIC COLLEGE to provide a healthy and congenial atmosphere to the staff and students of the College. The cell was constituted to meet the four basic objectives:

• To develop the guidelines and norms for a policy against sexual harassment.
• To develop principles and procedures for combating sexual harassment.
• To work out details for the implementation of the policy.
• To prepare a detailed plan of action, both short and long term.

The objective of this Policy is to provide protection against sexual harassment and for prevention and redressal of complaints of sexual harassment and matters connected therewith and incidental thereto. The Policy also endeavors to set expectations regarding workplace behavior and provide with a framework for reporting concerns.

SEXUAL HARASSMENT: Sexual Harassment means an unwanted conduct with sexual undertones if it occurs or which is persistent and which demeans, humiliates or creates a hostile an intimidating environment or is calculated to induce submission by actual or threatened adverse consequences and includes any one or more or all of the following unwelcome acts or behavior (whether directly or by implication), namely:

• Demand or request of sexual favors.
• Making sexually colored remarks.
• Physical Contact & advances.
• Showing pornography.
• Any unwelcome physical, verbal or non verbal conduct of sexual nature.

Unwelcome actions such as the following are inappropriate and, depending on the circumstances, may in and of themselves meet the definition of sexual harassment or contribute to a hostile work environment:

• Sexual pranks, or repeated sexual teasing, jokes, or innuendo, in person or via e-mail.
• Verbal abuse of a sexual nature.
• Touching or grabbing of a sexual nature.
• Repeatedly standing too close to or brushing up against a person.
• Giving gifts or leaving objects that are sexually suggestive.
• Repeatedly making sexually suggestive gestures.
• Making or posting sexually demeaning or offensive pictures, cartoons or other materials in the workplace
• Off-duty, unwelcome conducts of a sexual nature that affects the work environment. A victim of sexual harassment can be a man or a woman. The victim can be of the same sex as the harasser. The harasser can be a supervisor, co-worker, other Department employee, or a non-employee who has a business relationship with the Department.

ICC: (Internal Complaints Committee)

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.

COMPOSITION OF THE COMMITTEE

The committee consists of nine members headed and nominated by the PRINCIPAL

• One member is a representative of the management.

RESPONSIBILITIES OF ICC:

• Organize awareness programmes and campaigns for the benefit of all members of the College on sexual harassment and gender based discrimination.
• Conduct formal inquiry and investigate and take decisions upon each complaints and recommend appropriate punishment or action to be taken, by the appropriate authority, in each instance.
• Receive and redress complaints received from any member of the College (including students, research scholars, staff, hostel residents and outsiders on College premises)alleging sexual harassment by another member(s) of the College.
• Ensure that all information pertaining either to complaints registered and the proceedings and findings of any inquiries and/or investigations are kept strictly confidential.

POWERS OF THE COMMITTEE

• The Committee shall have the power to summon witnesses and call for documents or any information from any employee/student.
• If the Committee has reason to believe that an employee/student is capable of furnishing relevant documents or information, it may direct such person to produce such documents or information by serving a notice in writing on that person, summoning the person, or calling for such documents or information at such place and within such time as may be specified in the written notice.
• Where any relevant document or information is recorded or stored by means of a mechanical, electronic or other device, the Committee shall have the power to direct that the same be produced, or that a clear reproduction in writing of the same be produced.
• Upon production of documents / information called for by it, the Committee shall have the power to make copies of such documents / information or extracts there from; or retain such documents / information for such period as may be deemed necessary for purposes of the proceedings before it.
• The Committee shall have the power to issue interim directions to / with regard to any person participating in the proceedings before it.
• The Committee shall have the power to recommend the action to be taken against any person found guilty of (a) sexually harassing the complainant; (b) retaliating against / victimizing the complainant or any other person before it; and (c) making false charges of sexual harassment against the accused person.

FUNCTIONS OF THE COMMITTEE PREVENTIVE STEPS

It will be the endeavor of the committee:

• To facilitate a safe environment that is free of sexual harassment.
• To promote behaviors that create an atmosphere that ensures gender equality and equal
  opportunities.

REMEDIAL STEPS

• To ensure that the mechanism for registering complaints is safe, accessible and sensitive.
• To take cognizance of complaints about sexual harassment, conduct enquiries, provide assistance and redressal to the victims, recommend penalties and take action against the harasser, if necessary.
• To advise the competent authority to issue warnings or take the help of the law to stop the harasser, if the complainant consents.
• To seek medical, police and legal intervention with the consent of the complainant.
• To make arrangements for appropriate psychological, emotional and physical support (in form of counseling, security and other assistance) to the victim if so desires.

WORKING OF THE COMMITTEE

• The PRINCIPAL  & Management member shall appoint a chairperson from amongst the members. 
• The Chairperson will be a woman
• In the absence of the chairperson, Principal shall suggest acting chairperson of the
  particular meeting
• The name of the members of the committee, along with their contact places and telephone
  numbers, e-mail id are displayed at all times at conspicuous place of the main notice board
  of each of the college premises and department notice-boards.
• The committee will meet twice in a semester.
• The chairperson has the power to call a special meeting on written request of not less than 1/3rd members with the consent of the Principal.
• The quorum for any meeting shall be at least three members.

WHO, WHEN AND HOW TO APPROACH THE COMMITTEE

Who Can Approach

The right to approach the Internal Committee lies with:

• Victim
• Victim’s family members
• Witness of the Act

How to Approach

• A complaints can be lodged with any member of the cell
• Written complaints shall be signed / thumb impression by the complainant
• Complaints can be oral or written
• In case of oral complaints, the committee member to whom complaints has been made shall
  document it and get it signed by the complainant before any proceedings
• Every complaints filed will be kept fully confidential
• Where the complainant is unable to make a complaints on account of physical or mental incapacity or death or otherwise, legal heir or such other person as may be prescribed may make a complaints

When to Approach the Internals Complaints Committee

• The victim should approach the committee within one month of the commission of any  act amounting sexual harassment
• The committee has the discretion to condone the delay in filing complaints.

 
PROCEDURE FOR INVESTIGATION OF COMPLAINTS:

• The committee member to whom the complaints is made forwards the same to the chairperson within 10 days.
• A meeting is convened by the chairperson within three weeks from the date of
  communication to him.
• At the first meeting, the complainant or his/her representative will be heard.
• In case of a woman complainant, if she specifically expresses a desire that she be allowed
  to depose in the presence of women members of the cell, the cell will hear the complaints
  after male members have withdrawn from the hearing.
• It is at the discretion of the cell to decide whether the complaints is to be proceeded with.
• It is the duty of the Committee, to ascertain the wishes of the complainant before
  proceeding with the complaints.

If complainant wishes only warning to the accused

• If the complainant wishes that only warning would suffice, and then the alleged offender will be called to the meeting of the committee, heard, and if so satisfied that a warning is just and proper, it will be recommended to the Principal, that the accused may be warned about his behavior.
• The matter is then treated as concluded after recording in the complaints register to that effect. A necessary note is made in the service book of the employee or record of the student
• The cell verifies the compliance of the action taken. Complaints register is maintained by the committee

 If complainant wishes to conduct enquiry

• Before proceeding with the enquiry, the committee shall decide whether the delinquent deserves to be placed under suspension or prohibited from entering the premises pending enquiry, keeping in mind the nature and gravity of the misdemeanor complained of.
• In case the committee comes to the conclusion that such an action is necessary, it shall recommend to the Principal accordingly.
• The committee shall accord fair and reasonable opportunity to the delinquent to defend himself and shall ensure observance of the principles of natural justice.
• Two weeks time is given to the delinquent to explain why he should not be treated as guilty of his behavior and not be punished for the act complained off.
• If not written explanation is submitted or if the written explanation is not sufficient, the committee shall recommend at the outset whether the offence deserves a minor or a major penalty.
• The committee recommends the penalty to the Principal who shall then expeditiously  act on such recommendations.

DISCIPLINARY ACTION

The committee may recommend the following penalties on a person found guilty of sexual
harassment.

In case of employee being guilty of Sexual Harassment Penalties

• Warning, Reprimand or Censure
• Fine
• Withholding of increments or promotion
• Reduction to a post in the lower pay scale or to a lower stage of increment
• Compensation to the Victim
• Termination / dismissal from service

In Case Student Is Found Guilty Of Sexual Harassment Penalties

• Warning
• Written Apology
• Bond of Good Behaviour
• Debarring entry into a campus/ hostel
• Suspension for a specified period of time
• Compensation to the victim
• Debarring from examination for a specified period of time, decided by the committee
• Expulsion from the college

In case of defaulter, the police complaints need to be lodged as per the Act.

 APPLICABILITY OF OTHER LAWS

The guidelines of Pattukottai Polytechnic College for protection and prevention of sexual
harassment are in addition and not in derogation to the existing law of the country
relating to sexual harassment.