Internal Complain Committee (ICC)
In pursuance of the sexual Harassment Women at workplace(Prevention,Prohibition and Redressal)Act 2013 and the Rules framed there under, the Institute hereby adopts the procedure for determining complaints the procedure for determining complaints filed to the Internal complaints committee(ICC) constitute under the Act. The procedure complies with the basic principles of natural justice and fair play and has to be adhered to in all complaints, though, in individual complaints, for reasons to be stated in writing, the ICC reserve the right to make exception to the procedure.
The ICC comprises of the following members:
- Presiding officer( who shall be a woman employed at a senior level at workplace from among the employees)
- Two Faculty Members.
- Two Non-Teaching Employees
- A Member from NGO or a person familiar with sexual harassment issues.
- Three student Nominees (if the matter involves the students).
On receipt of a complaint ICC shall conduct preliminary enquiry so as to ascertain the truth of the allegations by collecting the documentary evidence as well as recording statements of any possible witness including the complaints. ICC shall then submit the preliminary enquiry report to Director/Disciplinary Authority along with all the original documents adduced during the preliminary enquiry proceedings. In case the allegations are not in the nature of sexual harassment, ICC may refer such complaints to the Grievance Redressal cell or to Registrar.
Where sexual harassment occurs as a result of an act or omission by any third party or outsider, ICC shall take all steps necessary and reasonable to assist the affected person in terms of support and prevention action.
ICC shall comply with the procedure prescribed in the aforementioned UGC Regulations 2015 and the Sexual Harassment Act for inquiring into the complaint in a time bound manner.
If ICC concludes that the allegations made were false, malicious or that complaint was made knowing it to be untrue of 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.
Member Secretary/Chairperson, 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 ICC for help?
Any female employee(faculty,student or staff) of IIST Thiruvannanthapuram
Definition of Sexual Harassment.
Sexual harassment’’ included any unwelcome sexually inclined behavior, whether directly or indirectly, such as:
- Physical contact and advances
- Demand or request for sexual favours
- Sexually coloured 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 increment/promotion
- Suspension
- Dismissal
- Any other relevant actions
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 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 employer.
- The employer shall act upon the recommendation within sixty days of receiving it.
Useful Documents/Notices:
- UGC/MHRD Notifications
- Sexual Harassment Electronic Box
- Sexual Harassment Handbook
On receipt of a complaint ICC shall conduct preliminary enquiry so as to ascertain the truth of the allegations by collecting the documentary evidence as well as recording statements of any possible witness including the complaints. ICC shall then submit the preliminary enquiry report to Director/Disciplinary Authority along with all the original documents adduced during the preliminary enquiry proceedings. In case the allegations are not in the nature of sexual harassment, ICC may refer such complaints to the Grievance Redressal cell or to Registrar.
Where sexual harassment occurs as a result of an act or omission by any third party or outsider, ICC shall take all steps necessary and reasonable to assist the affected person in terms of support and prevention action.
ICC shall comply with the procedure prescribed in the aforementioned UGC Regulations 2015 and the Sexual Harassment Act for inquiring into the complaint in a time bound manner.
If ICC concludes that the allegations made were false, malicious or that complaint was made knowing it to be untrue of 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.
Member Secretary/Chairperson, 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 ICC for help?
Any female employee(faculty,student or staff) of IIST Thiruvannanthapuram
Definition of Sexual Harassment.
"Sexual harassment" included any unwelcome sexually inclined behavior, whether directly or indirectly, such as:
- Physical contact and advances
- Demand or request for sexual favours
- Sexually coloured 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 increment/promotion
- Suspension
- Dismissal
- Any other relevant actions
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 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 employer.
- The employer shall act upon the recommendation within sixty days of receiving it.
Useful Documents/Notices:
- UGC/MHRD Notifications
- Sexual Harassment Electronic Box
- Sexual Harassment Handbook
