INTERNAL COMPLAINT COMMITTEE (ICC) FOR PREVENTION OF SEXUAL HARASSMENT OF FEMALES AT WORKPLACE

CONSTITUTION OF ICC FOR CONSIDERING COMPLAINTS OF SEXUAL HARASSMENT OF FEMALE EMPLOYEES AT IIMTU

The Indian Constitution grants females two fundamental rights that are violated by sexual harassment: the right to gender equality under Article 14 and the right to life and a life of dignity under Article 21. In 1997, the Supreme Court established specific guidelines for handling sexual harassment. Legally enforceable standards that must be followed include the definition of sexual harassment at work, how to stop it, what to do if an employee violates the rules, and the employer's obligation to maintain a harassment-free workplace.

The Supreme Court, in a landmark decision in 1997 (Vishaka v. State of Rajasthan), recognized sexual harassment of females as a violation of human rights for the first time and established rules requiring employers to set up compassionate, non-punitive mechanisms to protect working females' right to gender equality. In 2013, the Justice Verma committee placed the responsibility of providing "Adequate Safety Measures and Amenities in Respect of Females" on the state and its officials. Today, sexual harassment is believed to violate a woman's fundamental rights to equality, as stated in Articles 14 and 15 of the Indian Constitution, as well as her right to life and dignity, as stated in Article 21 of the Constitution.

In accordance with Supreme Court recommendations, IIMT University, Meerut has established the Internal Complaints Committee (ICC) as an authority to manage complaints against sexual harassment of female employees and girl students, as well as to raise awareness on sexual harassment issues and provide education on gender-related issues through workshops and seminars.

It is essential that female employees and girl students be given a secure and respectable atmosphere in which to do so. This is particularly important for female students. The sexual harassment policy aims to resolve issues that employees or students may face through an easily accessible internal support system. This will enable the victim to receive an effective solution as soon as possible, allowing them to move forward with their studies and development without further hindrances. The sexual harassment policy aims to prevent & address harassment and handle complaints with fairness, sensitivity, and rigor.

IIMT University is dedicated to establishing and preserving a community where instructors, staff members, and students can collaborate without fear of violence, harassment, exploitation, or intimidation. All members of the university community should be aware that while the university strongly believes in the freedom of expression and association, it also advocates for gender equality.

OBJECTIVES OF ICC

To implement a policy against sexual harassment in the workplace in compliance with the Supreme Court's order directing every organization to do so and prohibit the sexual harassment of females.
To maintain the IIMTU commitment to establishing a gender-neutral environment.
To encourage a social and mental atmosphere that increases awareness of sexual harassment in all its manifestations and to establish a safe physical and social environment in order to prevent sexual harassment.
To establish a long-term system within the university for handling complaints of sexual harassment and other forms of gender-based violence.

ROLE AND RESPONSIBILITIES OF ICC

PREVENTIVE

To establish and maintain a secure environment free from sexual harassment.
To promote an environment that upholds gender justice and equality.
To widely distribute the policy in Hindi and English, especially through websites and notice boards.
To provide the phone numbers and names of the committee members in Hindi and English.
To arrange and conduct gender-sensitization programs (such as debates, film screenings, workshops, seminars, posters, and skits) independently or with assistance from the Gender Sensitizing Committee.

DEFINITION OF SEXUAL HARASSMENT

Sexual harassment includes:
1. When recognizing that unwanted sexual advances, sexual favors, or engaging in verbal or physical sexual behavior is required, either directly or implicitly, for employment, teaching, counseling, or evaluation for involvement in any university-related activity.
2. When undesirable sexual advances, whether verbal as well as non-verbal, and/or physical behaviors such as loaded language comments, messages, letters, phone calls, jokes, remarks, actions, display of pornography, physical contact, lurid stares, stalking, sounds, or displays of a demeaning nature have the purpose and/or impact of interfering with an individual’s performance or create an unpleasant, intimidating, or offensive environment.
3. Sexual assault is the act of using another person's body, or any part of it, or an object, for sexual purposes in regard to that person without their consent or against their will.
4. Sexist remarks, discriminatory actions, or other similar behavior because of their gender identity or sexual orientation, or the use of a classroom or other public platform to harass, discriminate against, or create a hostile atmosphere for someone because of their gender identity or sexual orientation, is unacceptable.

COMPLAINT PROCEDURE

Individuals who have been harmed should file a complaint with the university authorities.
The university authorities will forward it to ICC so that the appropriate action can be taken.
After examining the matter/incidents in a meeting, the ICC will pass a resolution to initiate an investigation into the matter or incident.
Upon receiving an inquiry, the ICC will recommend the following actions listed below:
- Apologize for any minor offences.
- For less serious offenses, a few-day suspension from the university may be imposed.
- For significant and serious offenses, refer the case to the university authorities.
- If necessary, the college authorities may refer the matter or cases to the appropriate legal authority.

REMEDIAL

The complaint registration process should be secure, user-friendly, and respectful.
To investigate allegations of sexual harassment, provide support and compensation to the victims, recommend penalties, and, if necessary, take legal action against the harasser.
To monitor and recommend further action by the appropriate authorities.
If the complainant consents, to advise the relevant disciplinary authority to issue warnings or take legal action to stop the harasser.
To seek legal, police, and medical assistance with the complainant's consent.
If the victim requests, to arrange appropriate psychological and emotional support (such as counseling, security, and other assistance).