Internal Complaint Committee

DPG Degree college is a co-educational institution providing equal opportunities to all. Men and women work together in a congenial atmosphere, however if there are any complaints involving physical contacts or advances, demand for sexual favours any unwelcome physical, verbal or nonverbal expressions of a sexual nature; it is addressed and appropriate action is taken.

DPG Degree college advocates the empowerment of women & has zero tolerance for sexual harassment. For this college constituted an Internal complaint Committee in the year2019. as per UGC Regulation on Sexual Harassment of women at workplace (Prevention ,Harassment & Redressal)Act 2013 to prevent Sexual Harassment . This proactive action on the part of our college clearly evidences the seriousness with which the management of the college &ICC views complaints of sexual misconduct of any nature. ICC looks swiftly& diligently into the matters related to sexual harassment. Complaint boxes have been placed at college premise for reporting of grievances. We have also displaced details of the members of the committee on Our College notice board.

ICC aims at sensitizing the students and staff to work diligently to prevent sexual harassment in the college. Complaints of sexual harassment shall be lodged with the Committee and appropriate disciplinary action is initiated by the members in accordance to the rules and regulations of the college.

DPG Degree College has committed itself to provide a congenial and conducive atmosphere in which students, teachers and non-teaching staff and supporting 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.

At College level, all complaints of this nature are to be routed through the Internal Complaints Committee, to be comprised of:

1. A Presiding Officer – a woman employed at a senior level at the workplace from amongst the employees.
2. Two Members- from amongst the employees.(2 from Teaching & 2 from Non-Teaching
3. Two Students-from amongst Students(1 From Undergraduate Program ,1 From Post Graduate Program)
4. One Member – from amongst NGOs OR associations committed to the cause of women OR a person familiar with issues relating to sexual harassment.[Sec.4 (2) (c)]

Note: One half of the total Members nominated should be women. [Sec.4 (2) (c)].

The College Internal Complaints Committee (ICC) constituted will carry out its responsibilities as contained in Chapters (IV) and (V) of the Act 2013 .

Functions of ICC :

• To prevent sexual harassment at workplace.
• To prevent discrimination and sexual harassment.
• To promote gender amity among students and employees
• To provide conducive environment and congenial atmosphere.

Procedure for filing a complaint and conducting the enquiry
There is a linear complaint mechanism through which the complaints get filed and the ICC performs its functions, thereby required actions are taken.

1. The complainant is supposed to file the complaint in writing and submit the same before the ICC within three months of the date of the incident or the series of incidents in which the last one happened. The Chairperson is empowered to obtain the complaint in writing by providing all assistance to the complainant.
2. The committee can also extend the time limit to more than three months for filing the complaint in writing, only if it is satisfied by the circumstances due to which it might not be possible for the complainant to do the same within the said period.
3. The complainant can also send the complaint to any committee member via email.
4. Filing of a written complaint is mandatory which should include full name with other necessary details of the incident(s) of sexual harassment.
5. In case the complainant is not able to file a complaint by herself, her legal heirs, spouse, or parents can file the same.
6. A third person can also be the complainant provided that a written complaint must be filed by the one who has been subject to sexual harassment.

Jurisdiction:
The committee at college shall have the jurisdiction to entertain the complaints of Sexual Harassment on the campus. .

Procedure to login complaint
The complaint may be made by any stakeholders against anyone from the institution in writing before the committee. The complaint shall contain the facts and specific allegations supported by evidence. The complaint is made to the Presiding officer of the Committee.

Note: A legal heir or a person prescribed can make a complaint on behalf of the victim, if the aggrieved is unable to do so on account of physical, mental capacity or death.

Inquiry & Redressal Process
After receiving the complaint, the meeting of the committee shall be convened by the presiding officer at the earliest. The complaint shall be placed before the committee. After considering the complaint, the committee shall follow the procedure as considered just and appropriate to meet the ends of justice. The burden of proving the allegation shall lie on the complainant(s).

• The ICC must, within 7 working days after receiving the complaint needs to forward one copy each to the respondent and ask for his response
• The respondent would have 10 working days to submit his response to the complaint and he can also attach some relevant documents or witnesses to his reply.
• The ICC shall hear both the complainant and the respondent on the stipulated date(s) and the principles of natural justice will be followed accordingly. Neither of the parties can represent themselves by a legal practitioner.
• The process of enquiry shall be completed by the ICC within 90 days from the date on which the complaint was received.

During the procedure of the inquiry, the ICC may recommend the employer /Management to provide some interim relief to the victim as per her request only. The committee can ask the employer/Management to transfer her to some other workplace, or grant her leave for not more than 3 months, or to restrain the respondent from reporting on the performance of the complainant.

Note : No decision shall be taken by the committee against anyone without giving the opportunity of hearing

 Punishment/Action

The committee shall decide the complaints at the earliest and recommend the punishment /action to the chairperson of the committee. The punishment/action shall be commensurate with the nature or gravity of incidents.

A. In case of employees: disciplinary action may be in the form of:

• Warning
• Written apology
• Bond of good behaviour
• Adverse remarks in the Confidential Report
• Debarring from supervisory duties
• Denial of membership of statutory bodies
• Denial of re-employment
• Stopping of increments / promotion
• Reverting, demotion
• Suspension
• Dismissal
• Any other punishment as may be warranted by the case.

B. In case of students: disciplinary action may be in the form of:

• Warning
• Written apology
• Bond of good behaviour
• Debarring entry into a hostel / campus
• Suspension for a specified period of time
• Withholding results
• Debarring from exams
• Debarring from holding posts
• Expulsion
• Denial of admission

Links for more details

• MDU
• UGC
• MoE