Internal Complaints Committee (ICC)

In pursuance of UGC (Prevention, prohibition and redressal of sexual harassment of women employees and students in higher educational institutions) Regulations, 2015 read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and in partial modification of Office Order No. 449 dated 05.08.2016, Internal Complaints Committee (ICC) is re-constituted as under to deal with the complaints relating to Sexual harassment at work place.

Office Order

The ICC comprises of the following members:

1	Presiding Officer	Smt Swarna C, Head of Department, Computer Engineering	Chairperson
2	Two faculty members	Smt. Ambily P R, Lecturer in Mechanical Engineering Smt. Moosa Palakkal, Demonstrator in Civil Engineering	Member Member
3	Two non-teaching employees	Smt. Leela M, Senior Superintendent Smt. Agi Alphonse Jacob, Clerk	Member Member
4	A member from NGO or a person familiar with sexual harassment issues	Smt Usha Vijayan, Member of Gramapanchayath, Edavaka	Member
5	Three Student nominees (if the matter involves students)	Ms. Ms. Ms.	Member Member Member

*Shri Moosa Palakkal will act as the Member Secretary

On receipt of a complaint ICC shall conduct 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 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, ICC may refer such complaints to the Grievance Redressal cell.

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

ICC shall comply with the procedure prescribed in the aforementioned section IV AICTE (Gender Sensitization, prevention and Prohibition of Sexual Harassment of woman employees and students and the redressal of grievances in Technical Institutions) regulation 2016 for inquiring into the complaint in a time bound manner.

If ICC concludes that the allegations made were false, 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 IV AICTE (Gender Sensitization, prevention and Prohibition of Sexual Harassment of woman employees and students and the redressal of grievances in Technical Institutions) regulation 2016.

Member Secretary/Chairperson, ICC shall receive the complaints of sexual harassment, if any, on behalf of ICC and shall co-ordinate the deliberations of the ICC on the complaints received

Who can approach ICC for help?

Any female faculty, student or staff of Govt. Polytechnic College, Mananthavady

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

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

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

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

Send an email to icc@gptcmdy.ac.in. To know more about ICC procedures click (Hindi / English) here.
You may also refer to http://www.shebox.nic.in/

Your complaint will be kept CONFIDENTIAL.

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 ICC 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 sixty days of receiving it.