1. Provide assistance if an employee or a student chooses to file a complaint with the police;
2. Provide mechanisms of dispute redressal and dialogue to anticipate and address issues through just and fair conciliation without undermining complainant’s rights, and minimize the need for purely punitive approaches that lead to further resentment, alienation or violence;
3. Protect the safety of the complainant by not divulging the person’s identity, and provide the mandatory relief by way of sanctioned leave or relaxation of attendance requirement or transfer to another department or supervisor as required during the pendency of the complaint, or also provide for the transfer of the offender;
4. Ensure that victims or witnesses are not victimised or discriminated against while dealing with complaints of sexual harassment; and
5. Ensure prohibition of retaliation or adverse action against a covered individual because the employee or the student is engaged in protected activity.

• On receipt of a complaint ICC shall conduct a preliminary enquiry so as to ascertain the truth of the allegations by collecting the documentary evidence as well as recording statements of any possible witnesses including the complainant. ICC shall then submit the preliminary enquiry report to Principal along with all the original documents collected 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.
• Where sexual harassment occurs as a result of an act or omission by any third party or outsider, ICC shall take all steps necessary to assist the affected person in terms of support and preventive action. ICC shall comply with the procedure prescribed in the aforementioned UGC Regulations 2015, AICTE regulations, 2016 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 the complaint was made knowing it to be untrue or forged or 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 and ICTE regulations, 2016.
• 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?

Definition of Sexual Harassment:

• 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 behaviour
• Adverse remark in the Confidential Report
• Stopping of increments/promotion
• Suspension
• Dismissal
• Any other relevant actions

If you think you are harassed or being harassed, what should you do?

• Send an email to chairperson at .simaticc@simat.ac.in
• You may also contact any of the members at their phone numbers listed above.

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 has 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:

• AICTE notification
• UGC regulations
• Handbook on sexual harassment of women at workplace by MHRD
• College Circular on various committees