Anti-Sexual Harassment Cell
Anti-Sexual Harassment Committee Policy on Sexual Harassment
In light of the Supreme Court's ruling and the guidelines set forth in 1997 to ensure the enforcement of gender equality and protection against sexual harassment and abuse, particularly in the workplace, the University Grants Commission (UGC) has been issuing circulars to all universities since 1998. These circulars advise the universities to establish a permanent cell and committee, as well as develop guidelines to address sexual harassment, violence against women, and ragging within their institutions. With these guidelines in mind, Vasantdada Sugar Institute (VSI) has formed a Committee against Sexual Harassment. VSI is dedicated to creating a harmonious and supportive environment where students, teachers, and non-teaching staff can collaborate without fear of violence, harassment, exploitation, or intimidation. This commitment extends to all types of gender violence, sexual harassment, and discrimination based on gender. Each individual is expected to uphold the principles of freedom of expression and association, as the college strongly advocates for gender equality and firmly opposes any form of gender discrimination and violence.
Objectives of the Policy: :
- To promote a culture of zero tolerance towards sexual harassment and gender-based violence.
- To engage the entire staff and student community in open and honest discussions about gender-based violence, consent, and respect.
- To maintain strict confidentiality during the investigation and resolution process to protect the privacy and safety of all parties involved.
- To actively involve male students/staff in prevention efforts and encourage them to be allies in creating a safe and respectful environment.
- To collaborate with external organizations and experts to develop and implement effective prevention and awareness programs.
- To monitor and evaluate the effectiveness of prevention and intervention efforts through regular surveys and feedback mechanisms.
Definition of sexual harassment:
For this purpose, sexual harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as:
- Physical contact and advances
- A demand or request for sexual favours
- Sexually coloured remarks
- Showing pornography
- Any other unwelcome physical, verbal or non-verbal conduct of sexual nature
Composition of the Anti – Sexual Harassment Committee :
Sr.no | Name | Designation | Contact No. | Email ID |
---|---|---|---|---|
1 | Dr. Deepali Nimbalkar | Presiding Officer | 9422514085 | ds.nimbalkar@vsisugar.org.in |
2 | Kavita Mundankar | External Expert | ||
3 | Dr. Raghunath Burase | Member | 7887924063 | raghunathburase@gmail.com | 4 | Nandita Naik | Member | 9763801098 | nanditanaik27@gmail.com |
5 | Ravindra Gangele | Member | 9623192144 | rs.gangele@vsisugar.org.in |
6 | Champavati Namol | Member | 9579391005 | registrar@vsisugar.com |
7 | Komal Thorat | Member | 7757815169 | |
8 | Shruti Kulkarni | Member | 9561565049 | shrutikulkarni.horti@gmail.com |
9 | Saloni Jadhav | Member | 8600190402 | saloni.jadhav2599@gmail.com |
Role and responsibility of Anti-sexual harassment committee: :
- In order to guarantee the establishment of a professional and academic setting that is devoid of any form of sexual harassment, it is essential to acknowledge that sexual harassment is determined by the individual who perceives themselves as being harassed. It takes place when the person who feels harassed experiences feelings of offense, humiliation, or intimidation due to certain behaviours. Moreover, it is crucial to consider that it is reasonable, given the circumstances, for the person who feels harassed to experience such negative emotions.
- It is imperative to undertake all necessary measures, both proactive and preventive, to avoid any instances of harassment. Additionally, it is crucial to investigate and resolve any complaints received regarding unwanted sexual advances, uninvited physical contact, inappropriate requests for sexual favours, or any other unwelcome behaviours of a sexual nature. Such behaviour may include verbal or written comments of a sexual nature made to or in the presence of an individual.
- To implement a comprehensive strategy, it is crucial to secure the support of the chief executive officer/Principal at high level. This can be achieved by disseminating information to all staff and students about what constitutes sexual harassment and their obligation to refrain from sexually harassing other staff and students. Additionally, managers, supervisors, and staff involved in teaching and learning activities should receive information and training on how to fulfil their responsibilities in maintaining a work and study environment that is free from sexual harassment.
- Create a documented policy that explicitly forbids any form of sexual harassment. The organization must establish a comprehensive Sexual Harassment Policy that clearly articulates the institution's core principles and legal obligations. This policy should include a precise definition of sexual harassment and explicitly state the types of behaviour’s that will not be tolerated.
- Consistently disseminate and advocate for the policy throughout all tiers of the organization.Ensure that managers and supervisors engage in discussions and strengthen the policy during staff meetings; Incorporate the policy and other pertinent information on sexual harassment into the standard induction process for new staff members; Regularly assess the policy to guarantee its efficacy and inclusion of current information.
- Place posters regarding anti-sexual harassment in common work areas and distribute informative brochures; Organize frequent sessions to raise awareness among all employees about sexual harassment concerns.
- It is imperative to guarantee that the procedures for handling complaints meet the following criteria
- They must be clearly documented and easily accessible to all employees.
- They should be thoroughly explained to every employee to ensure understanding.
- They must provide both informal and formal avenues for resolution.
- Complaints should be addressed in a fair, timely, and confidential manner.
- The principles of natural justice should be upheld throughout the process.
- Clear guidance on internal investigation procedures and record keeping should be provided.
- An assurance should be given that no employee will face victimization or disadvantage as a result of making a complaint.
- The Committee is authorized to request the presence of witnesses and the submission of documents or any information from any employee or student.
- In the event that the Committee has grounds to suspect that an employee or student possesses pertinent documents or information, it may instruct said individual to provide such documents or information through a written notice. This notice may summon the person or request the submission of the documents or information at a designated location and within a specified timeframe.
- In cases where any pertinent document or information is stored or recorded through mechanical, electronic, or other means, the Committee is authorized to order its production or a written reproduction of it.
- Once the Committee has requested the production of documents or information, it may
(i) create copies or extracts of said documents or information, or
(ii) keep them for as long as necessary for the proceedings at hand. - The Committee is authorized to issue interim instructions to any individual involved in the proceedings before it.
- The Committee is empowered to propose appropriate measures to be taken against any individual who is proven guilty of
(a) sexually harassing the complainant;
(b) retaliating against or victimizing the complainant or any other individual before the Committee; and
(c) making false accusations of sexual harassment against the accused person. - 1. In order to establish a secure setting that is devoid of any instances of sexual harassment
- To encourage actions that foster an environment guaranteeing gender equality and equitable opportunities.
- It is imperative to guarantee the safety, accessibility, and sensitivity of the complaint registration process.
- In order to acknowledge complaints regarding sexual harassment, conduct thorough investigations, offer support and resolution to the victims, suggest appropriate penalties, and if required, initiate action against the perpetrator.
- If the complainant agrees, it is recommended to inform the appropriate authority to issue warnings or seek legal assistance in order to put an end to the harassment.
- With the consent of the complainant, it is advisable to seek medical, police, and legal intervention.
- If the victim wishes, arrangements should be made to provide suitable psychological, emotional, and physical support, such as counselling, security, and other forms of assistance.
- Warning
- Written apology
- Bond of good behavior
- Adverse remarks in the confidential report
- Debarring from supervisory duties
- Denial of membership of statutory bodies
- Denial of re-employment/re - admission
- Stopping of increments / promotion/denying admission ticket
- Reverting, demotion
- Suspension
- Dismissal
- Anyone found guilty of sexual harassment shall be punished in accordance with the service rules of the HEI, if the offender is an employee.
- Where the respondent is a student, depending upon the severity or the offence, the HEI may-
- With hold privileges of the student such as access to the library, auditoria, halls of residence, transportation, scholarships, allowances, and identity card;
- Suspend or restrict entry into the campus for a specific period
- Expel and strike off name from the rolls of the institution, including denial of readmission, if the offence so warrants;
- Award reformative punishments like mandatory counselling and, or, performance of community ser vices.
Powers of the committee :
Functions of the committee:
Preventive steps:
Remedial steps:
The complainant or otherwise, disciplinary action could be initiated in the form of:
Punishment and compensation:
- Mental trauma, pain, suffering and distress caused to the aggrieved person
- The loss of career opportunity due to the incident of sexual harassment
- The medical expenses incurred by the victim for physical, psychiatric treatment
- The income and status of the alleged perpetrator and victim
- The feasibility of such payment in lump sum or in instalments.
* Register Complaint
* Guidelines/Regulation for Sexual Harassment and gender champion