According to THE SEXUAL HARASSMENT OF WOMEN AT THE WORKPLACE (PREVENTION,PROHIBITION AND REDRESSAL) ACT 2013, sexual harassment includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely:
- Physical contact and advances; or
- A demand or request for sexual favours; or
- Making sexually coloured remarks; or
- Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
To prevent sexual harassment at the workplace, the following circumstances, among other; if they occur or are present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:
- Implied or explicit promise of preferential treatment in her/his employment; or
- Implied or explicit threat of detrimental treatment in her/his employment; or
- Implied or explicit threat about her/his present or future employment status; or
- Interference with her/his work or creating an intimidating or offensive or hostile work environment; or
- Humiliating treatment likely to affect her/his health and safety
PUNISHMENT AND PENALTIES
Any student, service provider, resident, outsider, or a member of the academic or non-teaching staff found guilty of sexual harassment shall be liable for disciplinary action. The penalties listed below (in ascending order) are indicative, and shall not constrain the Chairman from considering others, in accordance with the rules governing the conduct of employees and students in practice at the time.
Warning, reprimand, or censure.
- Withholding of one or more increments for a period not exceeding one year.
- Removal from an administrative position
- Disbarment from holding an administrative position.
- Suspension from service for a limited period.
- Dismissal from service.
Further, the penalty awarded shall be recorded in his/her Confidential Record. The right to an official character certificate may also be withdrawn where applicable.
In addition to the penalties specified, the person may be advised to undergo counselling and gender sensitization cell, and to give a written apology to the complainant.
OBJECTIVE OF THE COMMITTEE
- To prevent discrimination and sexual harassment against women, by promoting gender amity among students and employees
- To lay down procedures for the prohibition, resolution, settlement and prosecution of acts of discrimination and sexual harassment against women, by the students and the employees
- To deal with cases of discrimination and sexual harassment against women, in a time bound manner, aiming at ensuring support services to the victimized and termination of the harassment
- To recommend appropriate punitive action against the guilty party.
GENDER HARASSMENT COMMITTEE MEMBERS
According to the SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013,
“Every employer of a workplace shall, by an order in writing constitute a Committee to be known as the “Internal Complaints Committee”.
The administration of Acharya ChankyaMahavidyalya, therefore, by an order in writing constitutes a committee to be known as the “Internal Complaints Committee”. This policy will be called “Policy against Sexual Harassment at the Workplace” and the committee will be called Internal Complaints Committee. The following will make up the constitution of the committee:
A sub-committee of three members will constitute the Enquiry sub-committee in case of complaints to maintain confidentiality.