POLICY STATEMENT ON PREVENTION, PROHIBITION, AND REDRESSAL OF SEXUAL HARASSMENT :

Introduction:Our college is dedicated to giving all of its staff and students a secure, courteous, and welcoming environment. We acknowledge the significance of preventing and responding to sexual harassment in compliance with the principles established by the ICC i.e.  Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 and the University Grants Commission (UGC) Regulations, 2015.

Scope:All staff members, learners, and guests of Arts & Commerce College Warwat Bakal, are subject to this policy. It includes all types of sexual harassment, whether they happen in person or via email, on or off campus.

Definition: For this purpose, sexual harassment includes such unwelcome sexually

Determined behaviour (whether directly or by implication) as:

1. a) Physical contact and advances;
2. b) A demand or request for sexual favours;
3. c) Sexually coloured remarks;
4. d) Showing pornography;
5. e) Any other unwelcome physical, verbal or non-verbal conduct

Of sexual nature

When any of these acts are carried out in a situation where the victim reasonably fears that their actions will be humiliating to her and pose a risk to her health and safety, regardless of whether the victim is employed by the government, a private company, or both and receives a salary, honorarium, or other compensation. It is discriminatory, for example, if the woman has good reason to think that her objection would hurt her career or job prospects, such as being hired or promoted, or if it fosters a hostile work environment. If the victim objects to the behaviour in question or does not consent to it, negative outcomes may result.The following also qualify as sexual harassment under the Act:

1. a) An implicit or explicit guarantee of special treatment at work.
   b) A clear or implicit threat of unfavourable treatment at work.
2. c) A clear or implicit threat regarding her employment status, either now or in the future.
3. d) Interference with her work or the creation of an intimidating or offensive work environment for her.
4. e) Humiliating treatment that could endanger her health or safety

Prevention:

1. Awareness: To inform staff and students about sexual harassment, its effects, and the protocols for reporting instances, our college will regularly host awareness seminars and workshops.
   
   B. Instruction& Training: All staff members and pupils will get instruction& training on appropriate conduct, polite conversation, and consent comprehension.

Prohibition:
A. Zero Tolerance: Sexual harassment is not tolerated at Arts & Commerce College Warwat Bakal. Any sexual harassment will be taken seriously and swiftly, regardless of who is doing it whether he is student, staff, or guest.

B. Code of Conduct: Sexual harassment as defined by the University Grants Commission (Prevention, prohibition, and redressal of sexual harassment of women employees and students in higher educational institutions) regulations, 2015, will not be tolerated at the college. Penalties for violating this code will be strictly enforced.

Redressal Mechanism:
a. Internal Complaints Committee (ICC): In accordance with the UGC Regulations, 2015, Arts & Commerce College have  formed an ICC with members from a variety of backgrounds, including a minimum of one external member from NGO.

2015. Complaint Procedure: The ICC should be notified by any staff member or student who witnesses or encounters sexual harassment. Throughout the process, the institution will support the complaint and maintain confidentiality as mentioned in the UGC regulation 2015.
      c. Investigation: In accordance with the natural justice principles, the ICC will carry out a fair and unbiased investigation into the complaint. We’ll finish the investigation in a fair amount of time.

 Support: The victims of sexual harassment will receive counselling, medical attention, and legal advice from our college. We are dedicated to establishing a welcoming atmosphere for anyone who files complaints.

Awareness and Evaluation: To make sure this policy is effective and complies with all applicable laws and regulations, the college will review and update it on a regular basis.

We’ll keep spreading the word and working to create an environment where everyone in

our community is treated with decency and respect.

PROCEDURE AFTER RECEIPT OF COMPLAINT:

Upon receiving a complaint, the ICC is required to carry out an initial investigation to ascertain the truth of the allegations by collecting the documentary evidence as well as recording statements of any possible witnesses including the complainant. This investigation will involve gathering documentation proof and recording the statements of any potential witnesses, including the complainant. Subsequently, ICC will deliver the preliminary inquiry report and all original documents presented during the preliminary inquiry hearings to the Principal. The ICC may forward complaints to the Principal or the Grievance Redressal Cell if the accusations do not constitute sexual harassment. When someone is subjected to sexual harassment as a result of the actions or inactions of an outsider, the ICC will do everything within its power to support the victim.

The ICC will investigate the complaint within a reasonable time frame by following the process outlined in the Sexual Harassment Act and the previously mentioned UGC Regulations 2015. The complainant may face punishment under the applicable provisions of the previously listed UGC if the ICC determines that the claims were intentional or false, that the complaint was filed knowing it was false or forged, or that misleading information was given during the investigation.

Who can approach ICC for help?

Any female employee (faculty member, student or non-teaching staff member) of Arts & Commerce College, Warwat Bakal and can seek redressal from the ICC.

POSSIBLE ACTION TAKEN AGAINST ACCUSED:

In the event that the accused is found guilty, what legal proceedings might be taken against them some punitive action may take any of the following forms, depending on the circumstances of the case.

• Warnings
• Written apologies
• Bonds of good behaviour
• Adverse remarks in the confidential report
• Suspensions, dismissals, and any other pertinent measures.

 Help Desk:

• You can send and email to : accwbicc327@gmail.com
• For Filing complaint contact : 9921559287, 9322016542,9921533234
• You may also refer to http://www. shebox.nic.in

PROCESS OF CONDUCTING INQUIRY:

• The ICC shall, upon receipt of the complaint, send one copy of complaint to the respondent within period of ten days.
• The respondent then shall file his or her reply to the complaint with all necessary documents within period of ten days.
• Theinquiry shall be completed within a period ninety days from the receipt of complaint.
• The inquiry report along with if any recommendations must be submitted to the executive HEI authority within ten days from the competition of the inquiry.
• The executive authority of HEI shall act on the recommendations of the committee within a period of thirty days from the receipt of the report.
• If the executive authority does not act as per the recommendations of ICC, then shall record the reason for the same to be conveyed to ICC and both parties to the proceedings.
• If the executive authority acts as per the recommendations of ICC, then show cause notice answerable within ten days, shall be served on the party against whom action is to be taken.
• Executive authority of HEI shall proceed only after considering the reply from aggrieved person.
• The aggrieved party may seek to conciliation in order to settle the matter. No monetary settlement should be made as a basis of conciliation.
• The HEI shall facilitate a conciliation process through ICC, as the case may be, once it is sought.
• The resolution of the conflict to the full satisfaction of the aggrieved party wherever possible, is preferred to purely punitive intervention.
• The identities of the aggrieved party or victim or the witness or the offender shall not be made public or kept in the public domain especially during the process of the inquiry.

CAUTION:
It is important for female faculty members, non-teaching staff, and students to understand that these concerns are very serious and should never be made in a trivial manner. in a way. This platform should not be misused to settle personal scores, or for any other nongenuine reason

OTHER USEFUL LINKS :

The following are a few helpful links that should be reviewed periodically to improve understanding of ICC operation and functioning.

1. https://www.ugc.gov.in/pdfnews/7203627_UGC_regulations-harassment.pdf
2. https://saksham.ugc.ac.in/
3. Sexual harassment Act, 2013
4. Vishaka Guidelines
5. http://www. shebox.nic.in

NATURE OF WORK:

• Conduct awareness program, workshop and seminars for the students once or twice in year.
• Prepare guidelines to ensure the prevention of sexual harassment of women and display it.
• Undergoes the training program offered by SAKSHAM.
• Create awareness about what constitutes sexual harassment including environment harassment and quid pro quo harassment.
• Display on notice board the penalty and consequences of sexual harassment
• Inform employees and students of the resource avaible to them if they are the victims of sexual harassment.
• Organize orientation and training program for the members of ICC to deal with complaints , steer the process of settlement or conciliation etc; with sensitivity.
• Monitor the timely submission of report by the ICC.
• Prepare a status report with details on the number of cases filed and their disposal and submit to the Commission.
• And any other matter mentioned in UGC (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Education Institutions) Regulations, 2015