In pursuance of UGC (Prevention, prohibition and redressal of sexual harassment of women employees and students in higher educational institutions) Regulations 2015 and modification in 2016 the Internal Complaints Committee (ICC) is constituted to deal with the complaints relating Sexual Harassment of Women at Workplace .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.
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Chairperson: Prof.M.Sreelatha Dept. of E&I Engg. |
Dr. V.Swathy |
To create a safe and inclusive workplace by providing a fair and accessible complaint resolution process, while promoting education and prevention to foster a culture of respect and zero tolerance for misconduct. |
We build a thriving workplace where everyone feels safe and valued by |
• upholding fairness, accessibility, and respect through a robust complaint process, and proactive prevention of misconduct. |
The main objectives of an Internal Complaints Committee (ICC) are to:
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Provide a safe and respectful workplace: The ICC works to prevent and address harassment, most commonly sexual harassment, but also potentially other forms of discrimination or bullying. By having a clear channel for complaints, the ICC aims to create an environment where employees feel comfortable reporting issues and confident that they will be taken seriously. |
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Resolve complaints fairly and effectively: The ICC is responsible for investigating complaints of harassment following established procedures. This ensures a fair and impartial process for both the complainant and the respondent. The committee aims to reach a resolution that is just and appropriate for the situation. |
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Promote awareness and education: The ICC can play a role in educating employees and students about what constitutes harassment and the organization's policies on respectful conduct. This can help to prevent future incidents and empower employees to speak up if they experience inappropriate behaviour. |
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Receive and record complaints: The ICC provides a clear and accessible way for employees to report harassment. This may involve setting up a designated contact person or creating a specific reporting process. |
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Conduct inquiries: The ICC investigates complaints in a thorough and impartial manner. This typically involves gathering evidence, interviewing witnesses, and allowing both the complainant and the respondent to present their cases. |
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Make recommendations: Based on the findings of the investigation, the ICC recommends appropriate action to be taken by the organization. This could range from counselling to disciplinary action, depending on the severity of the harassment. |
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Maintain confidentiality: The ICC is obligated to keep the details of complaints confidential, protecting the privacy of both the complainant and the respondent. . |