Prevention of Sexual Harassment of Women at Workplace

Prevention of Sexual Harassment of Women at Workplace

 Guidelines

General Information

St Aloysius College is committed to moulding a generation which safeguards the virtues of gender equality and equity. Our college attempts to  uphold the constitutional mandate ensuring  the human rights of all those who fall within its jurisdiction.  St Aloysius College has constituted a Grievances Redressal Cell.” The following policy has been made keeping in mind the above facts

  • Objectives
  1. To sensitise students on gender equity and to prevent sexual harassment in any form
  2. To promote dialogue about sexual harassment possible in academic communities

 

  • The Definition of Sexual Harassment

According to THE SEXUAL HARASSMENT OF WOMEN AT THE WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT 2013, sexual harassment includes any one or more of the following unwelcome acts or behavior (whether directly or by implication) namely:

  1. Physical contact and advances; or
  2. A demand or request for sexual favors; or
  3. Making sexually colored remarks; or
  4. Showing pornography; or
  5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

Any act falling under the purview of following cases will be considered as an incident of sexual harassment:

  1. a) Unwelcome sexual advances, verbal, non-verbal and/or physical conduct such as loaded comments, remarks or jokes, letters, phone calls or e-mails, gestures, exhibition of pornography, lurid stares, physical contact, stalking, sounds or display of a derogatory nature.
  2. b) Interfering with her work or creating an intimidating, offensive, or hostile environment for her
  3. c) When a person uses the body or any part of it or any object as an extension of the body with a sexual purpose in relation to another person without the latter’s consent or against that person’s will, such conduct will amount to sexual assault.
  4. d) When deprecatory comments, conduct or any such behaviour is based on the gender identity/sexual orientation of the person and/or when the premises or any public 5 forum of the institute is used to denigrate/discriminate against person(s), or create a hostile environment on the basis of a person’s gender identity/sexual orientation.
  5. e) When a person shows any humiliating treatment to woman that is likely to affect her health and safety.
  • Why is it important?

– Any student/staff member can be a potential victim and hence it’s important for everyone to understand how to recognize and deal with sexual harassment.

  • Potential consequence for a student seen as a harasser – disciplinary action could be in the form of warning, written apology, debarring entry into a hostel/ campus, suspension for a specific period of time, , debarring from holding posts such as member of committees or even expulsion. –
  • Potential consequence for a staff member seen as a harasser – disciplinary action could be in the form of warning, written apology, stoppage of increment, withholding of promotion, debarring entry into campus, suspension for a specific period of time, debarring from holding posts such as member of committees or even dismissal
  • Applicability of Policy
  • Complaints against sexual harassment can be made by

 

  • A student of St Aloysius College against another student of the College
  • A student of SAC against a staff (teaching or non- teaching ) of the college
  • A staff of SAC against another staff of the college
  • A staff ( Teaching or non teaching) against a student of the SAC

 

  • Steps you can take

 

  • Inform class teachers, H.O.Ds or Members of Women Cell .
  • Approach the Grievance Redressal Cell for Women and file a written complaint.

 

  • What happens to a complaint?

 

If the aggrieved person wishes to, the Cell may take steps to settle the matter between the complainant and the respondent through conciliation. If settled, the Cell will record the settlement and recommend no further action

Where the aggrieved person does not request conciliation, the Cell initiates an enquiry. –  Cell will complete the enquiry and submit a report to the Principal within a month. – The principal will initiate action within 10 days of receipt of report.

 

For more details contact the co-ordinator, Redressal Cell- Harassment Against Women