With regard to the guidelines and norms as laid down by the Hon’ble Supreme Court othe India to ensure the prevention of sexual harassment at the workplace ( Vishakha guidelines against Sexual Harassment at Workplace) and as per circulars issued by the UGC for establishing a cell and committee for preventing sexual harassment, violence against women and ragging in the Universities and Institutions , the committee for Sexual Harassment Prevention Committee and Women’s Grievances Redressal Cell has been formulated in the institution. Further , the committee will work as per the regulations issued vide the the Gazette of India under the Sexual Harassment of Women at Workplace ( prevention, Prohibition and Redressal) Act 2013 and the Government orders of the State Government of Maharashtra, issued from time to time for the said purpose.
The Internal Complaint Committee is an educational resource as well as a complaint redressal mechanism for the members of faculty, staff and students of the University. Its mandates are:
- To provide a neutral, confidential and supportive environment for members of the campus community who may have been sexually harassed
- To advice complainants of means of resolution as specified by the legislation
- To ensure fair and timely resolution of sexual harassment complaints
- To provide counseling and support services on campus
- To ensure that students, faculty and staff are provided with current and comprehensive materials on sexual harassment
- To promote awareness about sexual harassment through educational initiatives that encourages and fosters a respectful and safe campus environment
- The committee seeks to inform the campus community of their right to a respectful work and learning environment. It believes that if we practice respect, exercise empathy in our interactions with others so that we do not hurt anyone through what we say or do, then we can create a campus that is free of sexual harassment.
- To foster a safe and respectful workplace
- To promote an environment where every woman feels secure, valued, and respected.
- To ensure zero tolerance towards sexual harassment.
- To adopt and implement a strict policy against any form of sexual harassment.
- To protect the fundamental rights of women to equality, dignity, and safe working conditions.
- To regularly organize awareness programs, training sessions, and sensitization workshops for all employees.
- Deal with the cases of discrimination and sexual harassment against women in a time bound manner and recommending appropriate punititive/ disciplinary action against the offender /accused to the Principal. If required , committee may also organize counsellingsessions for the victim or to the accused.
- Preparation of Annual report ( As per the Gazette Notification for Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal Rules, 2013)- The complaint committee shall prepare annual report under Section 21 which shall have the following details:
- Number of complaints of sexual harassment received in the year.
- Number of complaints disposed off durion the year.
- Number of cases pending fo more than ninety days.
- Number of workshops or awareness conducted against sexual harassment.
- Nature of action taken by the employer.
- Organize workshops, awareness programmes, orientation programmes, capacity building and skill building programmes for the women staff and girl students and members of the committee.
The Internal Complaints Committee shall make enquiry into the complaint in accordance with the provisions of the Service Rules applicable to the respondent
- Complaints of sexual harassment or assault shall be filed in writing to the Internal Committee within period of one month from the date of incident and in case of series of incidents, within a period of one month from the date of the last incident. If the complaint is unable to make a complaint then a complaint may be filed by any person who has knowledge of the incident, with her written consent.
- The complainant may withdraw the complaint at any stage of inquiry, provided that the committee sufficient grounds to believe that the withdrawal is made independently and under free will.
- The complainant shall submit the complaint to the complaint committee in the six copies along with the support documents, name and address of witnesses, evidences, recording etc.
- On receipt of the complaint, the complaint committee shall send one of the copies received from the complainants to the alleged within a period of seven working days.
- The alleged shall submit reply the complaint along with the list of documents and names of addresses of witnesses within a period nor exceeding ten working days from the date of receipt of the documents.
- The complaint committee shall make inquiry in to the complaint in accordance with the principals of natural justice.
- The complaint committee is empowered to conduct preliminary level of inquiry. Committee may record the statements of complainant and alleged either in audio, video or written format. If required, committee may also call the meeting of internal committee at the time of preliminary investigation or after the conduct of such a investigation.
- In conducting the inquiry, a minimum of three members of the complaint committee including the chair member shall be present. If require, the chair member may also invite any member of internal committee for making investigation. Further in case members of internal committee or external committee are also call for conducting such investigations then the quorum for such meetings shall be a minimum of 2\3 of the total numbers of the members.
- The inquiry committee shall complaint the inquiry in the shortage possible time, and not exceeding three months the date on which the complaint is referred to it, except for some special reasons.
- Numbers of hearing convenient by the chair person would depend upon the seriousness of the case and its consequences, legal and otherwise.
- If required, the committee may seek the advice of legal adviser at any stage of investigation. The complaint committee may also refer the matter to the external committee or may also request any member of the external committee to participate in the hearing.
- If require, the complaint committee may also investigate the matter in the presence of external committee.
- The complaint committee shall have right to terminate the inquiry proceeding or to give and ex-parte decision on the complaint, if the complainant or alleged fails, without sufficient case, to present herself or himself for three consecutive hearings. Further, the committee shall ensure that such order may not be passed without giving a notice in writing, 50 days in advance, to the complainant or alleged.
- After arriving the conclusion, were the allegations has been proved, the internal committee shall give the recommendations to the principal to take any action including written apology, warning, reprimand or sensor with holding of promotion, with holding of pay rise or increments, terminations the respondent from service or undergoing a counselling session or carrying out committee service.
Where the allegations is found false or malicious and the complaint has produced any forged or misleading document, the committee may recommend to the principal to take any action against the complainant including a written apology, warning, reprimand or censure, with holding of promotion, with holding of pay rise or increments, terminations the respondent from service or undergoing a counselling session or carrying out committee service.
- If the principle finds that there is requirement of further investigation, he/she may order for further investigation or he/she may order for review of report and may even refer the case to complaint legal authority, if it is of grave nature.
- Constitutional Provisions
The legal foundation originates from the Constitution of India, which guarantees:
Article 14 – Right to Equality
Article 15 – Prohibition of discrimination on grounds of sex
Article 19(1)(g) – Right to practice any profession
Article 21 – Right to life and personal liberty (includes right to live with dignity)
- Vishaka Guidelines (1997)
The landmark judgment in Vishaka v. State of Rajasthan laid down mandatory guidelines for preventing sexual harassment at the workplace. The Supreme Court directed all employers to establish complaint mechanisms, which later formed the basis of statutory law.
- Statutory Law – POSH Act, 2013
The committee is formally constituted under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act, 2013).
- POSH Rules, 2013
The Act is supported by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013, which detail procedural aspects.
| Sr.No | Name of the Member | Position in Committee | Designation |
|---|---|---|---|
|
1 |
Dr. Ande L. D. |
Chairperson |
Incharge Principal |
|
2 |
Dr.Patil V.N. |
Coordinator |
Associate Professor |
|
3 |
Prof.Ghadge V.V. |
Member |
Assistant professor |
| Sr.No | Activity | Date |
|---|---|---|
|
1 |
Meeting with Student |
06.10.2025 |
|
2 |
Workshop on ‘Laws Related to Sexual Harassment ’ and Sexual Harassment at Workplace |
10.02.2026 |
It is essential that students do not face any kind of harassment in the college environment. With this objective, the Sexual Harassment Prevention Committee of our college organized a lecture on Monday, 30/09/2024, on the topic “Women’s Issues and Remedies.”
Objectives of the Programme:
- To provide students with information about sexual harassment.
- To explain the legal provisions and preventive measures related to sexual harassment.
- To create a safe and healthy environment for students.
Nature of the Programme:
The introductory remarks were delivered by the Chairperson of the Sexual Harassment Prevention Committee, Prof. Dr. Ande L. D. The keynote address on the topic “Women’s Issues and Remedies” was delivered by Chief Speaker Dr. Ande L. D. The President of the programme, Principal Dr. Jadhav P. N., expressed his views. Students actively participated by asking questions. The programme concluded with a vote of thanks.
Summary of the Programme:
The Chief Speaker, Dr. Ande L. D., guided the students on the topic “Women’s Issues and Remedies.” He explained what constitutes sexual harassment and discussed preventive measures against it. Principal Dr. Jadhav P. N. expressed his gratitude to the Chief Speaker and the attendees. He also informed the students about the grievance redressal mechanism available in the college, including the complaint box facility.
Conclusion of the Programme:
Sexual harassment is a serious social issue, and strict preventive measures are necessary to address it. Students should not hesitate to file a complaint if they face any problem or harassment.
Sexual Harassment Prevention Committee / Women’s Grievances Redressal Cell of Shankarrao Jagtap Arts and Commerce College, Wagholi organized meeting with women staff and girl student of college on 11.09.2023. Mrs. Chavan M. R. said that why this committee has been formulated in the institution. She said about composition of committee before the women staff members and girl students. She explained the objectives, purpose, powers and functions of the committee. She also said about procedure to be followed before committee.