Appointment of Internal Complaint Committee

GNIHE is a coeducational institution providing equal opportunities to all. Men and women work together in a congenial atmosphere. However, if there are any complaints involving physical contact or advances, demands for sexual favours, sexually tainted remarks, or any unwelcome expressions of a sexual nature, they will be addressed, and appropriate action will be taken.

This cell aims to sensitize students and staff to work diligently to prevent sexual harassment in the college. Complaints of sexual harassment shall be lodged with the Committee, and appropriate disciplinary action will be initiated by the members in accordance with the rules and regulations of the college.

Objective

The Internal Complaint Committee is constituted as per the guidelines of the Supreme Court, UGC, and the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013, to provide protection against discrimination and sexual harassment of women at the workplace. It ensures the prevention and redressal of complaints and addresses connected matters.

Meetings

The Member Secretary shall, with the approval of the Chairman of the Committee, convene meetings of the Internal Complaint Committee at least twice a year and on other occasions as necessary. One half of the members shall constitute the quorum. If there is no quorum for up to half an hour, the meeting will be adjourned to the next convenient day. In the adjourned meeting, if there is still no quorum after half an hour, the members present shall constitute the quorum and conduct the meeting.

Roles & Responsibilities

• Develop a policy against sexual harassment of women at the Institute.
• Prevent discrimination and sexual harassment by promoting gender amity among students and employees.
• Make recommendations to the management for changes in student and employee handbooks to promote gender equality.
• Ensure the implementation of the policy through proper reporting and follow-up procedures.
• Address cases of discrimination and sexual harassment in a timely manner, ensuring support for victims and appropriate actions against offenders.
• Recommend punitive action against guilty parties to the management.
• Evolve a permanent mechanism for preventing and addressing sexual harassment cases and gender-based violence.
• Uphold the Institute's commitment to providing an environment free of gender-based discrimination.

It is expected that this ICC will prevent sexual harassment at the workplace, promote gender amity, and provide a conducive environment for women at the institute.