To develop guidelines and norms for policies against sexual harassment

To develop principles and procedures to combat sexual harassment

To work out details for the implementation these policies.

To prepare a detailed plan of actions, both short and long term

To organize gender sensitization awareness programme.

To deal with cases of discrimination and sexual harassment in a time bound manner, aiming at ensuring support services to the victimized

What is Sexual Harassment?

For this purpose, sexual harassment includes unwelcome sexually determined behavior (whether directly or by implication) such as:

Verbal or Physical threats.

Insulting, Abusive, Embarrassing or Patronizing behavior or Comments.

Offensive gestures, Language, Rumors, Gossip or Jokes.

Humiliating, Intimidating, Demeaning and/or Persistent criticism, Open hostility.

Suggestive comments or Body language.

Isolation or Exclusion from normal work or study place.

Publishing, Circulating or Displaying pornographic, Racist, Sexually suggestive or Otherwise offensive pictures or Other materials.

Unwanted physical contact, Ranging from an invasion of space to a serious assault (The above list is not intended to be exhaustive).

The following is also sexual harassment and is covered by the committee

Eve-teasing

Unsavory remarks

Jokes causing or likely to cause awkwardness or embarrassment

Innuendos and taunts

Gender based insults or sexist remarks

Unwelcome sexual overtone in any manner such as over telephone (obnoxious telephone calls) and the like

Touching or brushing against any part of the body and the like

Displaying pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings

Forcible physical touch or molestation

Physical confinement against one’s will and any other act likely to violate one’s privacy

Anti Sexual Harassment Cell assures all the complaints of the students, teaching and non-teaching staffs are treated with dignity and respect and the complaints should be maintained confidential. False Reporting: Intentionally making a false report or providing false information is grounds for indiscipline.

        Every woman in our country has their rights to live and educate themselves, and they must be well protected for the development of the nation. According to the UN, “gender equality and the empowerment of women and girls is not just a goal in itself, but a key to sustainable development, economic growth, and peace and security”. Both central and state government insisting all educational institutions to frame a committee to monitor and complaint if such harassment happens. Rather educational institutions, in all workplace women and girls have to be protected. In this regard ‘Sexual Harassment of Women at Workplace Act was implemented since 2013.

        The sexual harassment results in violation of the basic fundamental rights of women especially right to equality under article 14 & 15 of the Indian constitution and her right to life and to live with dignity under article 21 of the constitution. An Act to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith. As per instruction from AICTE, all approved institutions have to conduct awareness program on the Act, formation and conduct of meeting with ICC members.

In this regard, PSG Polytechnic College conducted

Two sensitization programs for girl students and faculty, staff members in our institution about the provisions of the Act.

To observe the 25th of November as the International Day for the Elimination of Violence against Women, program was conducted on 14.11.2022 for girl students.

To observe Discrimination against Women Pakhwada, Internal Complaint Committee review meeting was conducted on 19.11.22 with the chair person and committee members to review the pending cases and take appropriate action.

As a brief note, an Awareness program on “Sexual Harassment Act” conducted on 14.11.2022 for girl students in our polytechnic college at I 613 between 4 and 4.30 pm continued by the “Elimination of Violence against Women” between 4.30 to 5 pm. Dr. S. Sharmila, Faculty Advisor/WID welcomed the chief guest and the students. Ms. D. Kavitha B.A., B.L., Advocate, Coimbatore addressed the gathering.

Ms. D. Kavitha briefed the kind of harassment takes place, ways to prevent them, person to complaint and take action of the complaint, and ICC Committee in the college. She also insisted students to be aware of the harassment inside and outside the premises, at home, during travelling etc., Girl students interacted with the resource person and benefited with this program. Violence against women should be totally eliminated inside the premises. Chief guest guided the students about the violent activities to be happened and that should be stopped and complained to the respective authorities. 54 students attended both programs, and feedback was collected at the end of the two sessions. Few points about the feedback of the program.

Ms. D. Kavitha addressing girl students

Ms. D.Kavitha, Advocate creating awareness on Sexual Harassment

PSG Polytechnic College, CIICP/Women in Development Cell conducted “Sexual Harassment Act and Legal Security for Women” program on 19.11.2022 at 10am in I305 for faculty and staff members. Ms. N.V.Sreejaya, leading lawyer in Coimbatore, India and Solicitor in England and Wales, UK was the resource person. Dr. S. Sharmila, Thrust Area Manager, WID welcomed the gathering. Dr. B. Giriraj, Principal, PSG Polytechnic college presided the function.

Principal Dr. B. Giriraj addressed the gathering

Ms. Sreejaya’s explanation about the types of harassment at the workplace, at home, at travel and at public places was an eye opener. She illustrated with many case studies for understanding and asked all faculty staff members to educate girl students and their own boy and girl children’s about these happenings. She discussed about the legal approach and punishments of the violence. 37 faculty and staff members participated and interacted with the guest and got clarified their doubts.

Ms. N. V. Sreejaya creating awareness on Act 2013

Policy on Sexual Harassment
Preamble:
         The PSG Polytechnic College has been established has committed itself to provide a congenial and conducive atmosphere in which students, teachers and non-teaching staff can work together in an environment free of violence, harassment, exploitation, and intimidation. This includes all forms of gender violence, sexual harassment, and discrimination on the basis of gender. Every member is expected to be aware of the commitment to the right to freedom of expression and association, it strongly supports gender equality and opposes any form of gender discrimination and violence. The Supreme Court of India, in a landmark judgment in August 1997 (Vishaka & others vs. the State of Tamil Nadu & others) stated that every instance of sexual harassment is a violation of “Fundamental Rights” under Articles 14, 15, and 21 of the Constitution of India, and amounts to a violation of the “Right to Freedom” under Article 19 (1)(g). Another Supreme Court Judgment in January 1999 (Apparel Export Promotion Council vs. Chopra) has stated that sexually harassing behaviour “needs to be eliminated as there is no compromise on such violations”. The Supreme Court further reiterated that sexual harassment “is a violation of the fundamental right to gender equality and the right to life and liberty”. Based on these, the University, to which the college is affiliated, made it mandatory for the affiliated and constituent colleges to adhere to the following from the year 2002:

An anti – sexual harassment cell to be made functional with at least two senior women faculty on the committee

An anti – sexual harassment policy to be adopted and publicized

An affidavit to be submitted by each college declaring that such a policy is adopted and the anti – sexual harassment cell is operative. The Supreme Court judgment of 1997 makes it obligatory for every employer and other responsible persons to follow the guidelines laid down by the Court and to evolve a specific policy to combat sexual harassment in the workplace. Educational institutions under the ambit of Bengaluru City University are bound by the same directive. Following this, the BHS Higher Education Society, being committed to uphold the Constitutional mandate ensuring the above mentioned human rights, adopted the following policy.

Declaration of Policy
         PSG Polytechnic College,shall value the dignity of every individual, enhance the development of its human resources, guarantee full respect for human rights, ensures the full enforcement of “Fundamental Rights” under articles 14, 15, 19(1) (g) and 21 of the Constitution of India , and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or education. Towards this end, all forms of sexual harassment in the employment, education or training environment are hereby declared unlawful. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 is implemented in its entirety.

FUNCTIONS OF THE COMMITTEE
1. PREVENTIVE STEPS

It will be the endeavour of the committee :

To facilitate a safe environment that is free of sexual harassment;

To promote behaviours that create an atmosphere that ensures gender equality and equal opportunities

2. REMEDIAL STEPS

To ensure that the mechanism for registering complaints is safe, accessible and sensitive.

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.

To advise the competent authority to issue warnings or take the help of the law to stop the harasser, if the complainant consents.

To seek medical, police and legal intervention with the consent of the complainant.

To make arrangements for appropriate psychological, emotional and physical support (in form of counseling, security and other assistance) to the victim if so desires.

PROCEDURE TO BE FOLLOWED BY THE COMMITTEE

The Committee shall meet as and when any complaint is received by it. Complaint may be received by any member of the committee.

The Committee may direct the complainant to prepare and submit a detailed statement of incidents if the written complaint lacks exactness and required particulars, within a period of two (2) days from such direction or such other time period that the Committee may decide.

The Committee shall direct the accused employee(s)/student(s) to prepare and submit a written response to the complaint / allegations within a period of four (4) days from such direction or such other time period as the Committee may decide.

Each party shall be provided with a copy of the written statement(s) submitted by the other.

The Committee shall conduct the proceedings in accordance with the principles of natural justice. It shall allow both parties reasonable opportunity of presenting their case. However, should the accused choose not to participate in the proceedings, the Committee shall continue ex parte.

The Committee shall allow both parties to produce relevant documents and witnesses to support their case. Documents produced by either party shall be affixed with that party’s signature to certify the document as original / true copy.

The party against whom the document / witness is produced shall be entitled to challenge / cross-examine the same.

The Committee shall sit on a day-to-day basis to record and consider the evidence produced by both parties.

As far as practicable, all proceedings of the Committee shall take place in the presence of both parties.

Minutes of all proceedings of the Committee shall be prepared and duly signed by the members of the Committee.

The Committee shall make all endeavor to complete its proceedings within a period of fifteen (15) days from the date of receipt of complaint.

The Committee shall record its findings in writing supported with reasons and shall forward the same with its recommendations, to the Principal/Management, within a period of five (5) days from completion of the proceedings before it. In case the Committee finds that the facts disclose the commission of a criminal offence by the accused person, this shall be specifically mentioned in the Committee’s report.

If, in the course of the proceedings before it, the Committee is satisfied that a prima facie case of sexual harassment is made out against the accused employee(s)/student and that there is any chance of the recurrence of any such action, or that it is required to do so in the interests of justice, it may, on the request of the complainant or otherwise, disciplinary action could be initiated in the form of:-

1.Warning
2.Written apology
3.Bond of good behaviour
4.Adverse remarks in the confidential report
5.Debarring from supervisory duties
6.Denial of membership of statutory bodies
7.Denial of re-employment/re - admission
8.Stopping of increments / promotion/denying admission ticket
9.Reverting, demotion
10.Suspension
11.Dismissal
12.Any other relevant mechanism

If, in the course of the proceedings before it, the Committee is satisfied that any person has retaliated against / victimized the complainant or any person assisting the complainant as a result of the complaint having been made or such assistance having been offered, the Committee shall report the same in writing, to the Principal/Management, with reasons and with recommendations of the action to be taken against such person.

If, at the culmination of the proceedings before it, the Committee is satisfied that the complainant has knowingly brought false charges of sexual harassment against any person, it shall report the same in writing to the Principal/Management, with reasons and with recommendations of the action to be taken against such person.