ICC

Internal Complaints Committee (ICC)

In pursuance of UGC (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Education Institutions) Regulations, 2015 read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Internal Complaints Committee (ICC) of Victoria Institution (College) has been constituted as under to deal with complaints relating to Sexual Harassment at the work place.

The ICC of this College comprises of the following members :

Victoria Institution ( College) is committed to strictly ensure a zero tolerance policy towards sexual harassment. The college has implemented the UGC guidelines for the constitution of its revised ICC in 27thJanuary’24 receipt of a complaint, the 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 the Principal, along with all the original documents adduced during the preliminary enquiry proceedings. In case the allegations are not in the nature of sexual harassment, the ICC may refer such complaints to the Grievance Redressal Cell or to the Principal.

Where sexual harassment occurs as a result of an act or omission by any third party or outsider, the ICC shall take all steps necessary and reasonable to assist the affected person in terms of support and preventive action.

The ICC shall comply with the procedure prescribed in the aforementioned UGC Regulations2015 and the Sexual Harassment Act for inquiring into the complaint in a time bound manner.

If the ICC concludes that the allegations made were false or 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.

The Member Secretary, ICC shall receive the written complaints of sexual harassment, if any, on behalf of ICC and shall coordinate the deliberations of the ICC on the complaints received

Who can approach ICC for help?

Any female employee (faculty member, student or non-teaching staff member) of Victoria Institution ( College) of can seek redressal from the ICC.

Definition of Sexual Harassment:

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

• a) Physical contact and advances
• b) A demand or request for sexual favours
• c) Making sexually coloured remarks (including jokes)
• d) Showing pornography (books, photographs, paintings, films, pamphlets, packages, etc. containing ‘indecent representation of women’)
• e) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

Under the Act, the following also count as sexual harassment:

• a) Implied or explicit promise of preferential treatment in her employment.
• b) Implied or explicit threat of detrimental treatment in her employment
• c) Implied or explicit threat about her present or future employment status
• d) Interference with her work or creating an intimidating or offensive work environment for her
• e) Humiliating treatment likely to affect her health or safety.

What are the possible actions that can be taken against the accused if found guilty?

Depending upon the severity of the case, punitive action may take any of the following forms

• • Warning
• • Written apology
• • Bond of good behaviour
• • Adverse remark in the Confidential Report
• • Stopping of increments/promotion
• • Suspension
• • Dismissal
• • Any other relevant actions