INTERNAL COMMITTEE (IC)

As per the All India Council for Technical Education Regulations, 2016 IC has been re-constituted for Gender Sensitization, Prevention and Prohibition of Sexual Harassment of Women Employees and Students and Redressal of Grievances.

Composition of Internal Committee of Rajagiri Business School :

Responsibilities of Internal Committee (IC):

The Internal Committee shall:

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.

Who can approach IC for help?

Any Women Employee (faculty or staff) and Student of Rajagiri Business School, Kochi

Definition of Sexual Harassment:

"Sexual harassment" includes any unwelcome sexually inclined behaviour, whether directly or indirectly, such as:

• 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

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

• Eve-teasing
• Unsavoury 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 and
• Physical confinement against one’s will and any other act likely to violate one’s privacy.

What are the possible actions that can be taken against the respondent?

1. If the offender is an employee. Depending upon the severity of the offence, the punishments may include anyone or more such as a written apology, warning,  reprimand, censure, undergoing counselling or carrying out community service, withholding of promotion, withholding of pay rise or increments and terminating the respondent from service.
2. Where the respondent is a student, depending upon the severity of the offence, the Institute may,-
   1. withhold privileges of the student such as access to the library, auditoria, halls of residence, transportation, scholarships, allowances, and identity card;
   2. suspend or restrict entry into the campus for a specific period;
   3. expel and strike off the name from the rolls of the institution, including denial of readmission, if the offence so warrants;
   4. Award reformative punishments like mandatory counselling and, or, the performance of community services.

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

Send an email to neethageorge@rajagiri.edu

Your complaint will be kept CONFIDENTIAL.

To know more about IC procedures click here.

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 IC 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 thirty days of receiving it.