::-webkit-scrollbar{ width: 15px; } ::-webkit-scrollbar-track{ border: 7px solid white; box-shadow: inset 0 0 2.5px 2px rgba(145, 141, 141, 0.952); } ::-webkit-scrollbar-thumb{ background: linear-gradient( 50deg, #56CCF2, #2F80ED ); border-radius: 256px; border: 1.5px; } Document
 

Internal Complaints Committee (ICC)

In pursuance of UGC (Prevention, prohibition and redressal of sexual harassment of women employees and students in higher educational institutions) Regulations, 2015 read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013,  Internal Complaints Committee (ICC) is constituted as under to deal with the complaints relating to Sexual harassment at PRDS College.

The ICC comprises of the following members:

1. Presiding Officer--------Ms. Bindu P ( Assistant Professor, Dept of Malayalam)

2. Faculty Member --------Ms. Vandana S ( Assistant Professor, Dept of English)
3. Faculty Member---------Ms.  Sruthi V R ( Assistant Professor, Dept of Commerce)
4. Adm. Staff Member-----Ms. Aparna Raghunath

5. Adm. Staff Member-----Ms. Santhi S Nair

6. Student Rep.------------Ms. Kripa A Kodithottam

7. Local Govt Rep.----------Ms. Sali Sukumaran ( Ward Member)

Mechanism of ICC on Sexual Harassment

  1. The mechanism for registering complaints should be safe, accessible, and sensitive.

  2. A complaint of discrimination or sexual harassment may be lodged by the victim or a third party

  3. If the complainant wishes she can be accompanied by a representative.

  4. All complaints made to any committee member must be received and recorded by the member, who shall then inform the chairperson about the complaint, who in turn shall call for a meeting of the committee.

  5. Within three days of the receipt of a complaint, the ICC on Sexual Harassment must determine whether a prima facie case of sexual harassment is made out. It shall carefully consider the complaint and may hear the complaint and the defendant and/or any other relevant person to determine whether an enquiry by the committee is to be instituted. If the committee considers it necessary to hear the defendant at the preliminary stage it shall start the enquiry process.

  6. If the committee against sexual harassment decides not to conduct an enquiry into a complaint it shall record the reasons for the same in the minutes of the committee meeting. The committee shall make the same available to the complainant in writing

  7. If the committee finds an employee of the college involved in sexual harassment of the complaint, then immediately it recommended disciplinary action in the form of dismissal and any other relevant mechanism

  8. If the committee finds a student of the college is involved in sexual harassment of the complainant, it can recommend disciplinary action.

If ICC concludes that the allegations made were false, malicious or the complaint was made knowing it to be untrue or forged or misleading information has been provided during the inquiry, the complainant shall be liable to be punished as per the relevant provision of the aforementioned UGC Regulations 2015.

Chairperson/Members, ICC shall receive the complaints of sexual harassment, if any, on behalf of ICC and shall co-ordinate the deliberations of the ICC on the complaints received

Who can approach PRDS College ICC for help?

Any female employee (faculty, student, or staff) of PRDS College of Arts and Science, Amara, or a third party ( Parents).

 
Definition of Sexual Harassment:

"Sexual harassment" includes any unwelcome sexually inclined behavior, whether directly or indirectly, such as:

  • Physical contact and advances

  • Demand or request for sexual favors

  • Sexually colored remarks

  • Showing any pornography, or

  • Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

What are the possible actions that can be taken against the respondent?
  • Warning

  • Written apology

  • Bond of good behavior

  • Adverse remark in the Confidential Report

  • Stopping of increments/promotion

  • Suspension

  • Dismissal

  • Any other relevant actions

If you think you are harassed or being harassed, what should you do?

Your complaint will be kept CONFIDENTIAL.

Inquiry process:
  • The inquiry shall be completed within a period of ninety days from the date of the complaint.

  • On completion of the inquiry, the ICC shall provide a report of its findings to the employer within a period of ten days from the date of completion of the inquiry, and such a report be made available to the concerned parties.

  • If the allegations against the respondent have been proved, it shall recommend punitive actions to be taken against the respondent to the Head of the Institution.

  • The Head of the Institution shall act upon the recommendation within sixty days of receiving it.

  • Terms of Members: Two years for nominated members. The Committee will co opt two more members of staff / student (as the case may be), if necessary. Meetings: At least once in a semester and as and when necessary

Useful Documents/Notices: