Support Services

Internal Complaints Committee (ICC)

This committee is formed based on the sexual harassment of women at work place (Prevention, Prohibition and Redressal) Act 2013.

Year of Establishment: 2013.

Introduction:

ANR College is committed to provide safe academic and working environment to all girl students and its women employees. The college advocates the empowerment of women and has zero tolerance for sexual harassment. As per the guidelines of Supreme Court, UGC, Sexual Harassment of Women at workplace (Prevention, Prohibition &Redressal) Act, 2013, an Internal Complaints Committee (Anti – Sexual Harassment Cell) has been established by the college.

Main Objectives:

To look after the welfare of the women employees and students.
To facilitate Redressal of their grievances.
To help in maintaining a harmonious atmosphere at campus and to enable women to pursue their work with dignity and reassurance.

The Role of the Committee:

To act as Inquiry Authority on a complaint of sexual harassment
To ensure that complainant and witness are not victimized or discriminated because of their complaint. To take proactive measures towards sensitization of all those.
To take appropriate disciplinary action if it is proved, that the offender has indulged in sexual harassment at the workplace.

Code of conduct for workplace:

Sexual harassment is a serious offence, which can destroy human dignity and freedom. In an effort to promote the wellbeing of all women employees at the work place the following code of conduct has been prescribed:

It shall be the duty of the employer to prevent or deter the commission of any act of sexual harassment at the workplace
Sexual harassment will include such unwelcome sexually determined behaviour by any person either individually or in association with other persons or by any person in authority whether directly or by implication such as:
Eve – teasing
Unsavory remark
Jokes causing or likely to cause awkwardness or embarrassment
Innuendos and taunts
Gender based insults or sexiest remark
Unwelcome sexual overtone in any manner such as over telephone (Obnoxious telephone calls)
Touching or brushing against any part of the body
Displaying pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings.
Forcible physical touch or molestation
Physical confinement against one’s will and any other act likely to violate one’s privacy.

And also includes any act or conduct by a person in authority and belonging to one sex which denies or would deny equal opportunity in pursuit of career development or otherwise making the environment at the workplace. Hostile or intimidating to a person belonging to the other sex, only on the ground of sex.

Mechanism for Redressal of complaints:

Any aggrieved woman may take in writing, a complaint of sexual harassment at workplace to any member of the college
If the complainant feels that she cannot disclose her identity for any particular reason the complainant shall address the complaint to the Head of the organization and handover the same in person or in a sealed cover. Upon receipt of such complaint the Principal shall retain the original complaint with himself and send to the complaints committee as gist of the complaint containing all material and relevant details other than the name of the complaint and other details which might disclose the identity of the complaint.
The Internal Committee can take steps to settle the matter between her and the respondent through conciliation, at the request of aggrieved woman.
The Internal Committee, shall record the settlement so arrived and forward the same to the employer regarding action taken as specified in the recommendation.
Where the Internal Committee of the campus arrives at a conclusion that the allegation against the respondent is malicious or the aggrieved women or any other person making the complaint has produced any forged or misleading document, it may recommend to the competent authority, to take action against the woman or the person who has made the complaint.
Disciplinary action: Where the conduct of an employee amounts to misconduct in employment as defined in the relevant service rules the employer should initiate appropriate disciplinary action in accordance with the relevant rules.
The committee shall meet as often as may be needed & appropriate.