INTERNAL COMPALAINT CELL

INTERNAL COMPALAINT CELL (ICC)

INTRODUCTION

The ICC is established in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 and the University Grants Commission of India’s regulations. An internal complaint cell (ICC) is a committee that receives and investigates complaints of sexual harassment and other misconduct in the workplace.

OBJECTIVES

 The ICC’s objectives include:

• Creating a safe and respectful environment for women and staff. 
• Developing guidelines to prevent sexual harassment. 
• Educating students, faculty, and staff about their legal rights. 
• Recommending appropriate action against those found guilty. 
• Promoting awareness about gender justice. 

VISION OF THE ICC:

1. Zero Tolerance for Harassment and Discrimination.  
2. Empowering Women Staff.
3.   Building Awareness and Prevention. 

LEADERSHIP OF THE ICC:

1. Commitment to Diversity and Inclusion:  

The leadership of the ICC should be diverse and inclusive, reflecting the varied experiences and perspectives within the university community. It should be composed of individuals who are dedicated to promoting gender equality and who have a deep understanding of the issues facing women staff.

1. Expertise in Conflict Resolution:  

The leadership of the ICC should possess expertise in conflict resolution, mediation, and legal procedures. They should be able to handle sensitive issues with professionalism, empathy, and discretion.

1. Accessibility and Accountability:  

The leadership of the ICC should be accessible to all members of the university community and accountable for their actions. They should be responsive to concerns raised by women staff and committed to implementing meaningful change to address systemic issues.

RESPONSIBILITIES OF INTERNAL COMPLAINTS COMMITTEE (ICC)

(a) Provide assistance if an employee or a student chooses to file a complaint with the police;

(b) Provide mechanisms of dispute redressal and dialogue to anticipate and address issues through just and fair conciliation without undermining the complainant’s rights, and minimize the need for purely punitive approaches that lead to further resentment, alienation or violence;

(c) 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;

(d) Ensure that victims or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment;

(e) Ensure prohibition of retaliation or adverse action against a covered individual because the employee or the student is engaged in protected activity.

COMMITTEE MEMBERS

UGC REGULATION, PREVENTION AND PROHIBITION

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