ANTI-SEXUAL HARASSMENT POLICY
1. PREAMBLE:
1.1 The Supreme Court in a landmark judgement in the Vishakha and others vs State of Rajasthan 1997 case gave ‘Vishakha guidelines’. These guidelines formed the basis for the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) (POSH) Act, 2013. The POSH Act is a legislation enacted by the Government of India in 2013, which has come into force on 9th December 2013, to address the issue of sexual harassment faced by women at the workplace. Any individual making unwelcome acts such as explicit sexual overtures, physical contact, demanding sexual favours, making sexually coloured remarks or showing explicit videos against the will of a woman, and any other verbal, or non-verbal conduct of sexual nature shall be guilty of the offence and Section 354A of the Indian Penal Code 1860 prescribes punishment for this offence, ranging from simple to rigorous imprisonment, for a term which may extend to three years, or with fine, or with both.
1.2 Yingli College aims to provide a safe working environment and prohibits any form of sexual harassment and safeguard the dignity and modesty of women. The College is committed to provide a healthy and congenial atmosphere to the college staff members and students that will enable them to study without fear of prejudice, gender bias and bullying. The College also believes everyone have the human right to be treated with dignity and the primary key to exert a healthy and safe educational atmosphere is to build the surrounding free from any kind of discrimination and social disabilities. Sexual Harassment of any form if involving students and faculty of the college shall be considered an unacceptable behavior and shall be found guilty of the offence, and is therefore punishable under the applicable laws.
1.3 Accordingly, the College has formed anti-sexual harassment cell and framed anti-sexual harassment policy to create and maintain a safe environment for students and faculty members where everyone treat each other with courtesy, dignity and respect, irrespective of their gender, race, caste, creed, religion, place of birth, sexual orientation, disability, economic status or position in the hierarchy. This policy intends to ensure women’s right to workplace equality, free from sexual harassment, and also details procedures to follow when an employee believes that a violation of the policy has occurred within the ambit of all applicable regulations regarding Sexual harassment. If any complaint is found to be false and made with malicious intent, or the complainant has knowingly given false evidence, a strict disciplinary action against the complainant will be initiated, which could result up to and including termination of employment.
1.4 This policy has been framed specifically in compliance with the requirements of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, to create a safe and conducive working environment for women and provide protection against sexual harassment and assist individuals that have been subjected to such atrocities with effective support and provide a mechanism for the redressal of complaints.
2. DEFINITIONS:
Anti Sexual Harassment Committee deals with issues relating to Sexual Harassment to ensure a safe environment to all in and around the campus. Sexual Harassment includes any unwelcomed sexually determined behaviour implied directly or indirectly such as the following;
a. Any verbal or physical threats
b. Embarassing or patronising behaviour or comments.
c. Offensive gestures or rumours.
d. Any forms of humiliation,intimidation,demeaning and open hostility.
e. Unwanted physical contact ranging from an invasion of space to any forms of assault.
f. Forcible physical touch or molestation.
g. Physical confinement against one’s will and any other acts which is likely to violate one’s privacy.
h. Eve teasing, unsavoury remarks and any form of gender based insults or sexist remarks.
Anti Sexual Harassment Committee assures that all the complaints of the individuals ranging from students to teaching and non teaching staffs is treated with dignity and respect as well as kept confidential.
3. OBJECTIVE:
a. Upholding the dignity of the college by ensuring strife free atmosphere in the College.
b. To make officials of the College responsive, accountable and courteous in dealing with students.
c. To ensure effective solution to the student’s grievances.
d. To institute a monitoring mechanism and an environment of gender justice, personal security and dignity.
4. JURISDICTION:
The rules and regulation outlined in this policy shall be applicable to all complaints of grievances made:
a. By a member of the institution against any other member within the campus.
b. By a non member against a member of the college or by a member of the institution against an outsider if the violation is alleged to have taken place within the College.
5. ANTI SEXUAL HARASSMENT COMMITTEE:
Members:
6. COMPLAINT PROCESSES:
a. are clearly documented;
b. are explained to all employees;
c. offer both informal and formal options for resolution;
d. address complaints in a manner which is fair, timely and confidential;
e. are based on the principles of natural justice;
f. provide clear guidance on internal investigation procedures and record keeping;
g. Give an undertaking that no employee will be victimized or disadvantaged for making a complaint.
7. REMEDIAL STEPS
a. To ensure that the mechanism for registering complaints is safe, accessible and sensitive.
b. To take cognizance of complaints about sexual harassment, conduct enquiries, provide assistance and redressal to the victims, recommend penalties and take action against the harasser, if necessary.
c. To advise the competent authority to issue warnings or take the help of the law to stop the harasser, if the complainant consents.
8. PREVENTIVE ACTION
The college Authority will take reasonable steps to ensure prevention of sexual harassment in the campus which may include circulating applicable policies and other relevant information to all concerned.
9. ANNUAL REPORT
The Chairperson of the Committee will prepare an Annual Report at the end of each academic year, giving a full account of the activities of the Committee during the year.