Rationale:

The Supreme Court of India issued specific guidelines for addressing sexual harassment in the workplace in 1997. These legally binding rules define what constitutes sexual harassment, outline preventive measures, prescribe penalties for violators, and specify the responsibilities of employers in ensuring a harassment-free work environment.

In line with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, DSU has established the Internal Complaints Committee (ICC) to address gender-related issues. The ICC is not only responsible for handling complaints of sexual harassment but also plays a crucial role in raising awareness, providing knowledge, and offering counselling services to staff and students.

These regulations comprehensively define the duties of higher educational institutions, outline the grievance redressal mechanisms, and detail the procedures for filing complaints, conducting inquiries, implementing interim measures, and ensuring punishment and compensation where appropriate. They also specify the consequences of non-compliance with the law.

Objectivesof ICC:

Objectives of Internal Complaint Committee are:

• To create a policy against sexual harassment of women at the workplace, and its implementation accordance to the Sexual Harassment of Women at workplace (Prevention, Prohibition and Redressal) Act, 2013.
• To encourage a social and psychological atmosphere that will help spread awareness of sexual harassment in all of its manifestations.
• To establish a safe atmosphere in both the physical and social realms to prevent sexual harassment and gender-based discrimination.
• To develop a long-termsystem for the University's prevention and resolution ofcases of sexual harassment and other forms of gender-based violence.

Composition:

ICC has a membership of eight to ten people, and at least half of them are women. The Committee's chairperson is a female faculty member.

Jurisdiction:

The policy, along with its rules and regulations, shall be applicable to all students, faculty members, and non-teaching staff currently enrolled/serving in any capacity at Durga Soren University.

In addition, the policy shall also extend to service providers, visitors, and outsiders who are present within the premises of Durga Soren University at the time of the alleged incident falling under the scope of this policy.

PowerandDuties oftheCommittee:

The committee will not invade anyone's privacy or serve as Moral Police. The Committee's role is to raise awareness about sexual harassment, address cases of non-consensual sexual harassment, and suggest sanctions.

A. GenderSensitization

Gender sensitizationinvolves spreadingawareness regarding issuesrelatingto gender and sexuality as well as trying to create a supportive atmosphere for gender justice where everyone can collaborate with a sense of safety and dignity.

B. Preventive

To establish and maintain a sexual harassment-free work environment, including protection from coworkers and guests coming into contact at workplace.

C. Remedial

The procedure for filing complaints ought to be sensitive, secure, and easily accessible.

ICC Procedure:

• The aggrieved party has three months from the date of the occurrence and three months from the date of the last incident to file a written complaint of sexual harassment with the ICC. The grievance ought to contain:
  • Complaint content
  • Description of the incident
  • Date(s)
  • Respondents Name
  • Parties working Relationship
• Before opening an investigation, the Committee may, at the request of the aggrieved party, act to mediate a resolution between her and the respondent.
• No financial agreement shall serve as the foundation for conciliation.
• The ICC shall proceed to undertake an investigation into the complaint in accordance with the requirement soft he service rules relevant to the respondent considering sexual harassment to constitute misconduct if conciliation is deemed to be impractical or if the aggrieved party does not desire conciliation.
• The Committee hasto submit a thorough, well-reasoned reportto theVice Chancellor following the conclusion of its study.
• When the Committee determines that the accusation against the respondent is malicious, the aggrieved women or any other person filing the complaint filed it knowingittobefalse,ortheaggrievedwomenoranyotherpersonfilingthecomplaint produced any forged or misleading document, the Committee may recommend to the Vice Chancellor that action be taken against the falsification.
• The Vice Chancellor is not prohibited from considering any new information that may come to light or be presented to it while the inquiry proceedings are still ongoing or even after the results have been communicated to the Vice Chancellor.