Veer Bahadur Singh Purvanchal University, Jaunpur
The Internal Complaints Committee (ICC)
The University constituted sexual Harassment prevention committee in 2013, which was replaced by the Internal Complaints Committee (ICC) in 2015. ICC has been formed under the aegis of the “Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013” in February 20, 2015 by order no 25313 and reconstituted in July 2021.The primary mission of the committee is to provide guidelines for protection from sexual harassment and to handle related complaints received or referred to the committee. Display Boards regarding “Zero tolerance towards sexual harassment” and guidelines on making the university campus gender friendly are exhibited at prominent locations on the university campus. Grievances regarding gender discrimination on the campus including sexual harassment, if any, are sternly and appropriately dealt by the ICC.Sexual harassment cases will be addressed and redressed against the background of the Vishaka guidelines, Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act 2013 and UGC ,2016.
A special e-mail account “firstname.lastname@example.org” was created to complain the cell. In case of any untoward incident occurs, the distressed can freely approach the authorities for immediate rescue and an appropriate action.
Members of Internal Complaint Committee
|Prof Vandana Rai, Department of Biotechnology
|Prof Noopur Tiwari. MCA Department
|Prof Avinash D. Parthadikar, HRD Deartment
|Prof Ravi Prakash, Electronics Department
|Dr. Sunil Kumar, Mass Communication Department
|Dr. Annu Tyagi, Department of Applied Psychology
|Smt. Karuna Nirala, Programmer, Computer Science & Engg. Department
|Smt. Richa Kumari, Junior Assistant
|Smt. Shakuntala Shukla, Advocate
The definition of sexual harassment was set by the honorable Supreme Court of India, in a landmark judgment in August 1997 (Vishaka&othersvs. the State of Rajasthan) stated that every instance of sexual harassment is a violation of “Fundamental Rights” under Articles 14, 15, and 21 and amounts to a violation of the “Right to Freedom” under Article 19 (1)(g) of the Constitution of India. According to Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act 2013, it is obligatory for every employer and other responsible persons to follow the guidelines laid down by it and to evolve a specific policy to combat sexual harassment in the workplace. Educational institutions are also bound by the same directive.
According to the Vishakha guidelines and Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act 2013, sexual harassment includes such unwelcome sexually determined behavior (whether directly or by implication) such as the following:
- Physical contact and advances
- A demand or request for sexual favors
- Showing pornography
- Any other unwelcome, physical, verbal or non-verbal conduct of sexual nature
Procedure of the Enquiry
- The committee will call the complainant for a personal meeting, usually within a week from the submission of the written complaint.
- The members of the ICC will discuss the complaint.
- If the case falls outside the purview of the ICC, the complainant will be informed about the same by the appropriate authority.
- If the case comes under the purview of the ICC, cell will try to resolve dispute by discussion. The minutes of such discussion shall be recorded and the reason for not conducting enquiry shall also be mentioned. If the dispute cannot be resolved through informal discussions, an enquiry shall be set up within ten working days.
- The ICC shall investigate into the incident by laying down its own procedure, to find out if the accused is prima facie guilty and the nature and extent of the guilt.
- The ICC shall submit its report to the Honorable Vice Chancellor within 90 days and recommend the nature of action to be taken.
Appeal of Women Cell to all women students, faculty and staff of VBS Purvanchal University
If any women student, teaching and non-teaching staff is being harassed, this is what you can do:
- Don’t feel a sense of shame. Tell the harasser very clearly that you find his behavior unpleasant.
- Don’t disregard the harassment in the hope that it will stop on its own. Come forward and complain.
- Talk to somebody you trust about the harassment. It will not only give you strength but also help others in similar situations to come forward and complain.
- Keep a record of all incidents in a notebook. If you feel the need to register a formal complaint later, this record will be helpful.
Prof Vandana Rai
V B S Purvanchal University