GOVERNMENT COLLEGE OF ART AND CRAFT

In view of the Section 4 (1) of ‘The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013’, the Institution hereby constitutes an Internal Complaints Committee (hereinafter referred to as ‘Internal Committee’ or ‘Committee’).

COMPOSITION OF THE INTERNAL COMPLAINT COMMITTEE

PREAMBLE

Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (hereinafter referred to as the "Act") requires every employer of a workplace to constitute a Committee known as the Internal Complaints Committee and abide by the provisions of the Act.

In due compliance with the Act, Government College of Art & Craft, Calcutta (hereinafter referred to as "the Institution") has adopted the following policy formulated in accordance with the notification issued by the Ministry of Law and Justice.

APPLICABILITY & SCOPE

This policy extends to all categories of employees of the Institution, including employees working on contract at the workplace.

DEFINITIONS

WORKPLACE SEXUAL HARASSMENT

For these purposes, sexual harassment covers any unwanted sexually motivated activity (whether expressed explicitly or implicitly), including:

• Touch and advances on the body.
• A solicitation for sexual favours.
• Sexually charged comments.
• Displaying pornography.
• Any other unwanted physical, verbal, or non-verbal sexual conduct when any of these acts is committed in circumstances where the victim of such conduct has a reasonable suspicion that such conduct is related to her employment or work, whether she is drawing a salary, an honorarium, or is volunteering, whether in government, public, or private enterprise.

Such conduct can be humiliating and may constitute a health and safety issue. When a woman has good cause to suspect such behaviour, it is discriminatory.

RESPONSIBILITIES

All individuals must follow this policy and shall coordinate for effective implementation of this policy.

All personnel at the Institution are encouraged to flourish both personally and professionally. Every employee has a duty to keep the workplace in good condition.

The Institution is dedicated to giving its staff and volunteers a harassment-free working environment. Interactions between members and employees must be built on a foundation of respect, collaboration and understanding.

The Institution will not support or accept conduct that might diminish a person’s sense of worth or dignity or foster an intimidating, hostile or unpleasant environment.

Each and every employee of the Institution is personally accountable for ensuring that their conduct does not conflict with this policy.

OBJECTIVES

• Based on the definition of sexual harassment in the Policy, the Committee will determine whether the facts in the complaint support a claim of the offence.
• The Committee will investigate the veracity of the complaint's claims.
• The Committee will investigate any claims of victimisation or retribution against the complainant or any other individual offering help as a result of the complaint.
• The Committee will suggest sanctions or actions, including termination, against anybody found guilty of sexually harassing the complainant.
• The Committee will put their best effort to provide the victim with proper psychological, emotional and physical support.

THE COMMITTEE'S GOALS ARE AS FOLLOWS

• Prevent sexual harassment and discrimination against women by encouraging gender amity among students and co-workers.
• Make recommendations to the Management for changes or clarifications to Rules, Prospectus and Bye-Laws in order to make them gender-just.
• Handle complaints of discrimination and sexual harassment against women in a timely manner with the goal of providing assistance and putting an end to harassment.

DOCUMENTATION

The Committee shall keep complete and accurate documentation of the complaint, its investigation and the resolution thereof.

The incident shall be documented in both the complainant's and accused person's files together with the full report of the Complaints Committee.

PROCEDURE FOR APPROACHING COMMITTEE

This Institute addresses such situations and the policy applies to each and every employee.

A third party or the victim may file a claim of sexual harassment or discrimination.

The Chairman of the Committee may receive a written complaint. Any member of the Committee may send the complaint to the Chairman of the Committee against Sexual Harassment if it is made to them.

Sexual Harassment is Characterised As:

• Physical advances and touch.
• Asking for or demanding sexual favours.
• Remarks with sexual overtones.
• Playing pornographic material.
• Other unwanted physical or verbal behaviour.

DISCIPLINARY ACTION

The accused will face appropriate disciplinary sanctions if the Committee finds any misconduct.

Transfer, withholding promotion, suspension or termination are examples of disciplinary actions that may be imposed.

Such action shall be in addition to the legal remedies available to the complainant.

CONFIDENTIALITY

All information received shall be kept confidential.

Any person, including witnesses, who breaches confidentiality shall be subject to disciplinary action.