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Internal Complaints Committee

According to Ontario Human Rights Code, sexual harassment is “engaging in a course of vexatious comment or conduct that is known or ought to be known to be unwelcome.” It is gender based physical or verbal conduct involving male-female, female-male or same sex that leads to unwanted interfering to one’s personal space. It has a direct negative impact on the overall atmosphere of an educational institution and damages institution’s sanctity.

Sexual harassment is considered to be the overall violation of right to equality and dignity for any gender. The Supreme Court of India, in its landmark judgment on Vishaka & Others vs. the State of Rajasthan & others (August 1997) stated that every case of sexual harassment is a abuse of “Fundamental rights” under Article 14, 15 and 21 of the Constitution of India, which amounts to a violation of the “Right to Freedom” under Article 19(1) (g).

In 2013 the Government of India notified the “Sexual harassment of women at workplace (prevention prohibition and redressal) act, 2013”  from April 2013 onwards which was published in “the Gazette of India”  -New Delhi, Tuesday, April, 23, 2013/ Vaisakha 3, 1935 (Saka).

The Internal Complaint Committee (ICC) of Rabindra Mahavidyalaya was formed in the year 2021as per the guidelines of POSH Act. 2013 and the UGC. The Internal Complaint Committee has been formed in order to provide protection to all the students and employees against sexual harassment at the institution. The committee assured to look into timely redressal of any and every complaints raised of sexual harassment and ensured that a ‘Zero tolerance’ policy would be brought into immediate force in order to maintain peace and harmony inside institutional premises.


Ø    Notify and disseminate adequate information among all stake holders about the meaning of Sexual Harassment and the Acts that state the terms and regulations of the Act.

Ø  Widely circulate about the consequences about violation of law pertaining to sexual harassment and it disciplinary consequence.

Ø  Organize awareness and self defense training programs, workshops for students and staff, (Related to the Safety or Women, Programs for Gender Sensitization etc) of the Institution.

Ø  Remain committed to a zero-tolerance policy towards sexual harassment.

Ø  Make necessary arrangements and enforcements to create an inequity, harassment, vengeance free and sexual assault free campus.

Ø   Include in its prospectus and Notice Boards the penalty and consequences of sexual harassment.

Ø  Make every one aware about the process of lodging the complaints and the step wise function of the institution leading to addressing of the complaints and obtaining an appropriate verdict.

Ø  Provide mental counseling sessions to the complainants through Wellness Cell


·          Any student/staff of the College aggrieved by any acts of sexual harassment or misconduct or ragging as defined can approach the ICC of the College. Besides, any student or staff who is aware of any violations can also report the same to the Cell. The Cell shall consist of members as appointed by the Principal. 

Grievance/ s must be in documentary form and should be made within 60 days from the day of occurrence of the incident. The Cell shall take note of the grievance reported and inform the Committee immediately for further necessary action.


·          The Committee maintains a register to preserve and duly endorse the complaint received keeps the contents confidential However, the documents preserved can be used for investigation as per situational demand.

·         The Committee will hold a meeting with the complainant within five days but no later than a week after the receipt of the complaint.

·         The initial meeting shall hear and record the complainant’s allegations. The complainant can also submit any documentary proof, oral or written material etc. to substantiate her/his complaint if applicable.

·         Thereafter, the person against whom complaint is made may be called for his/her explanatory statement before the Committee following which an “Enquiry” shall be initiated.

·         If in the event, the complaint does not fall under the purview of Sexual Harassment or the complaint does not mean an offence of Sexual Harassment, the same would be dropped after recording the reasons thereof.

·         However, in case the allegation is found to be false, the complainant shall, if deemed fit, be liable to face appropriate disciplinary action by the Authority and Management.

Directorate of Public Instructions directive for formation of Internal Complaints Committee

Notices for the formation of Internal Complaints Committee Documents

Formation of Internal Complaints Committee

Members of Internal Complaints Committee Documents

Resolution of Meeting of Internal Complaints Committee