Committees

As per the guidelines of University Grant Commission and the Supreme Court of India, a Committee against Sexual Harassment / (ICC) Internal Complaints Committee (SH) at VIPS & VIPS-TC has been re-constituted to provide a healthy and congenial atmosphere to the staff and students in the Institute

• Observing the law on Sexual Harassment
• Sensitizing the campus community on gender issue
• Addressing complaints from victims

The office of ICC (SH), VIPS functions from Room No: 414, Fourth Floor, B – Block.

• Prevent discrimination and sexual harassment against women, by promoting gender amity among students and employees.
• Develop the guidelines and norms for a policy against sexual harassment. Work out procedures for combating sexual harassment and implementation of the policy
• Make recommendations to Principal, VIPS for changes/elaborations in the Rules for students in the Prospectus and the Bye-Laws, to make them gender just.
• Lay down procedures for the prohibition, resolution, settlement and prosecution of acts of discrimination and sexual harassment against women, students and the employees
• Deal with cases of discrimination and sexual harassment against women in a time bound manner aiming at ensuring support services to the victim
• Recommend appropriate punitive action against the guilty
• Prepare a detailed plan of action, both short and long term

Term of ICC(SH)

The term of Committee members shall be three years and 1/ 3 d’ of the members of the Internal Complaint Committee may be changed every year.

Quorum:The quorum of the meeting shall be ‘! 3rd Members, including Chairperson.

Sexual Harassment-Definition:

According to the Supreme Court, sexual harassment is defined aS “unwelcome sexually determined behavior such as”

• Physical contact, and making advances
• A demand or request for sexual favors
• Sexually oriented remarks
• Showing pornography
• Use of electronic media (phone, internet, intranet) for perpetrating any of the above
• Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature

In short, the definition of sexual harassment is broad enough to include all kinds of offensive, hostile, intimidating, humiliating and exploitative language, gestures and conduct

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

• Eve-teasing
• Unsavory remarks
• Jokes causing or likely to cause awkwardness or embarrassment
• Gender based insults or sexist remarks
• Unwelcome sexual overtone in any manner such as over telephone (obnoxious telephone calls)
• Touching or brushing against any part of the body
• Displaying pornographic or other offensive or derogatory pictures cartoons, pamphlets or sayings
• Forcible physical touch or molestation
• Physical confinement against one’s will and any other act likely to violate one’s privacy.

Do’s and Do Not’s:

• Don’t feel a sense of shame. Tell the harasser very clearly that you find this behavior offensive.
• Don’t ignore the harassment in the hope that it will stop on its own; come forward and complain.
• Talk to somebody you trust about the harassment. It will not only give you strength, but also help others to come forward and complain.
• Keep a detailed record of all incidents related to the sexual harassment. If you feel the need to register a formal complaint later, this record will be helpful.
• Most importantly, the victim must never blame herself for the harassment.

Action:

• If informal methods such as telling the perpetrator to stop harassing do not succeed, the victim can lodge a complaint through email or by a telephone call to any of the members of ICC (SH)
• The complainant’s name and identity will be kept confidential

Activities of ICC (SH):

• The ICC committee has been involved in awareness and sensitization campaigns via lectures ,one to one contact by committee members in each academic year
• International Women’s Day is being celebrated in March each year with a program of content relevant to the community such as lectures by women role models, panel discussions; dramas; plays; skits; poster competition etc

Procedure for Registering Complaints:

• All complaints must be brought by the complainant in person to ICC. The exception for this will be in cases of forced confinement of the person. In such a case, brought by another person on behalf of the complainant, the committee will examine whether an investigation, intervention or some other assistance is needed. In exceptional cases, third party/ witness complaints may be entertained. In such cases, the committee will ascertain whether the person alleged to have been harassed wishes to lodge a formal complaint. Once such a complaint is received the committee shall proceed to investigate it as per the procedure specified.
• If the complainant wishes the person can be accompanied by a representative.
• Employees can approach the ICC directly.
• A complainant can go directly to the Authorities of VIPS. However, in such cases, which should be exceptional, the complainant should give reasons for doing so.
• The Management can refer any complaint to ICC.

This issues with the approval of the Management.