Internal Complaint Cell (ICC)

The Internal Complaint Cell (ICC) was formed on 04/04/2019 in the Governing Body meeting. The committee has been formed as per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 POSH Act 2013.

ICC Cell                                           

As sexual harassment results in violation of the fundamental rights of a woman to equality as per Articles 14 and 15 and her right to live with dignity as mentioned under Article 21 of the constitution, the Government of India enacted the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. This act was an extension of the Vishaka Guidelines that acknowledged Sexual Harassment at the workplace as a Human rights violation.

In pursuance of the University Grants Commission (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Educational Institutions) Regulations, 2015 that read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 the institute set up an Internal Complaints Committee (ICC) on 04/04/2019.

Role Of ICC:

1. To register/address complaints of sexual harassment and assist any victims to protect their dignity in the institution
2. To take sensible measures towards sensitization of the students, staff and faculty members on gender issues.
3. To conduct workshops, activities on gender sensitization and types of sexual harassment among staff and students
4. To ensure a safe environment for women employees and students through awareness programmes and poster
5. To receive complaints and deal them in an unbiased manner in accordance with the provisions of the POSH Act.
6. Develop women leadership skills through workshops and seminars
7. To encourage transparent discussions with faculty members on gender issues address complaints under the mentor-mentee system.

Definition of Sexual Harassment :

1. “Sexual harassment” includes “an unwanted conduct with sexual undertones” directly or indirectly, such as:
   1. any unwelcome physical, verbal or non-verbal conduct of sexual nature
   2. demand for request for sexual favours
   3. making sexually coloured remarks including jokes
   4. physical contact and advance
   5. showing pornography in form of paintings, films, books, pamphlets etc.
2. Any behaviour that has explicit or implicit sexual undertones:
   1. Implied or explicit promise of preferential treatment in her employment
   2. Implied or explicit threat of detrimental treatment in her employment
   3. Implied or explicit threat about her present or future employment status
   4. Interference with her work or creating an intimidating or offensive work environment for her
   5. Humiliating treatment likely to affect her health or safety.
3. Gender Policy of Onda Thana Mahavidyalaya  

In case of sexual harassment please contact:

• Email at:otmicc@gmail.com
• Helpline No. 9474141040 
• For more information about the working of ICC please refer to:www.shebox.nic.in
• All complaints will be kept CONFIDENTIAL.

Process of making complaint and Inquiry:

The ICC complies with the procedure prescribed in these Regulations and the Act, for making a complaint and inquiring into the complaint within a time bound manner. Confidentiality is maintained throughout the inquiry.
The aggrieved person is required to submit the complaint within three months from the date of the incident without or with help from the Presiding Officer or any member of the Internal Committee in writing.

1. The ICC on receipt of the complaint sends one copy of the complaint to the respondent within seven days.
2. The respondent within ten days shall file the reply to the complaint along with list of documents and names of witnesses
3. The inquiry has to be completed within a period of ninety days from the receipt of the complaint. The inquiry report has to be submitted within ten days from the completion of the inquiry to the head of the institution. Copies of findings are to be shared with both the parties of complaint.
4. The head of the institution will act on the recommendations of the committee within thirty days of the receipt of the inquiry report.

Useful Documents/Notices:

• Visakha Guidelines
• Handbook on Sexual Harrassment of Women at Workplace
• Rules under the sexual Harassment of Women at Workplace
• Sexual harassment at Workplace Act:

The committee comprises the following members-

1. Dr. Bijay Kant Dubey (Principal)
2. Dr. Kaushik Ghosh (University Nominee, GB)
3. Dr. Sourav Kumar Nag (IQAC Coordinator)
4. Dr. Chaitali Mandi
5. Biswendu Mondal
6. Amit Kumar Bandhu
7. Animesh Das
8. Priyanka De (student)

Handbook on Sexual Harassment 2018 

GENDER SENSITIZATION ACTION PLAN

To ensure gender equality on the college campus and provide a safe environment for women employees and female students the ICC of Onda Thana Mahavidyalaya, other than acting as an instrument to redress complaints of sexual harassment, had also taken the initiative to form a Women Development Cell addressing the issues of women empowerment, women rights and create social awareness of gender equality.

Aims of Women Development Cell (WDC)

• 1. Promoting awareness of the importance of gender equality.
• 2. Educating students about the specific requirements of all genders.
• 3. Challenging and dispelling deeply ingrained beliefs and myths regarding gender bias and discrimination.
• 4. Preventing gender-based exploitation by educating students about the social, legal, and constitutional rights of women.
• 5. Supporting and addressing the concerns, issues, and challenges faced by students, regardless of their gender and sexuality.
• 6. Providing equal career opportunities for individuals of all genders.
• 7. Establishing a gender-sensitive and inclusive campus environment.

Meeting Resolutions