The Committee aims at sensitizing the students and staff to work diligently to prevent sexual harassment in the college. Complaints of sexual harassment shall be lodged with the Committee and appropriate disciplinary action is initiated by the members in accordance to the rules and regulations of the college.

It is formed according to the provisions of the POSH ACT-Sexual Harassment of Women at Workplace Act of 2013, 9^th December 2013. (Prevention, Prohibition and Redressal).
It is also mentioned in University Grants Commission (Prevention, Prohibition and Redressal of sexual harassment of women employees and students in higher educational institutions) Regulations, 2015. ICC meets on need basis to address any complaints and take necessary actions. The college has Zero Tolerance Policy against any transgression. The college is committed to provide safe and conducive work and academic environment to its students and employees

Shree L.R. Tiwari Degree College of Arts, Commerce & Science is committed to provide a place of work and study, free of sexual harassment, intimidation or exploitation. It is expected that all students, faculty, staff and officials will treat one another and visitors to the College with respect. All members of the campus community, including those who are in temporary or short term positions are subject to this policy. Anyone violating this policy is subject to disciplinary action.
Reports of sexual harassment are taken seriously and will be dealt with promptly. The specific action taken in any particular case depends upon the nature and gravity of the conduct reported. The college recognizes that confidentiality is important. The college will respect the confidentiality and privacy of individuals, reporting or accused of sexual harassment to the extent reasonably possible. Reprisals against an individual who in good faith reports, or provides information in an investigation, about behaviour that may violate this policy, are against the law and will not be tolerated. Intentionally providing false information, however, is grounds for disciplinary action.

SLRTDC is committed to the principles of free inquiry and free expression. Vigorous discussion and debate are fundamental to the pursuit of knowledge, and this policy is not intended to stifle teaching methods or freedom of expression. Sexual Harassment, however, is not the proper exercise of academic freedom, nor can it be protected as freedom of expression. It comprises the integrity of the college and its traditions of intellectual freedom, and it also violates the principle of the equality and dignity of all its members.

What is Sexual Harassment?

Unwelcome sexual advances, requests for sexual favours, and other visual, verbal or physical conduct of a sexual nature constitute sexual harassment when:
It is implicitly or explicitly suggested that submission to or rejection of the conduct will be a factor in academic or employment decisions or evaluations, or permission to participate in any activity in the college, or when the conduct has the purpose or effect of unreasonably interfering with an individual’s academic or work performance or creating an intimidating or hostile academic work or living environment.

Determining what constitutes sexual harassment depends upon the specific facts and the context in which the conduct occurs. Sexual harassment may take many forms – subtle and indirect, or blatant and overt. For example,

• It may be conduct towards an individual of the opposite sex or the same sex.
• It may occur between peers or between individuals in a hierarchical relationship.
• It may be aimed at coercing an individual to participate in an unwanted sexual relationship or it may have the effect of causing an individual to change behaviour or work performance.
• It may consist of repeated actions or may even arise from a single incident.

Objectives of the Committee :

1. To ensure the implementation of the policy in letter and spirit through proper reporting of the complaints and their follow-up procedures.
2. To uphold the commitment of the Institute to provide an environment free of gender based discrimination.

Functions of ICC :

• To prevent sexual harassment at workplace.
• To prevent discrimination and sexual harassment against girls by promoting gender amity among students and employees
• To conduct periodical programmes on women empowerment.
• To provide conducive environment and congenial atmosphere for women.

Anyone (Teaching, Non-Teaching Staff and Students) who wishes to file a complaint can contact any member of the ICC committee in college

Constitutions of Internal complaint Committee: Every employer of workplace shall by order in writing Constitute a Committee to be known as Internal compliant committee

1. Chairman of the Committee: Shall be a woman employed at a senior level at workplace amongst the employees
2. Two Members : Shall be amongst employees preferably committed to the cause of women/experience in social work/ have legal knowledge.
3. One Member : Amongst NGO/ associations committed to the cause of women/person familiar with issues related to sexual harassment

PROCEDURES FOR RESOLUTION, SETTLEMENT OR PROSECUTION OF ACTS OF SEXUAL HARASSMENT:

STEP 1: Formal complaint to the Chairperson/Presiding Officer of the Internal Complaints Committee constituted by the Management
STEP 2: The aggrieved woman shall submit 6(six) copies of the Complaint to the ICC along with supporting documents and the names and addresses of the witnesses in writing.
(The aggrieved woman is required to disclose her name, department, division and location she is working in, to enable the Chairperson to contact her and take the matter forward)
STEP 3 : ICC shall sent 1 of the copies to accused/respondent within 10 working days
STEP 4: The Accused/respondent) shall file his reply to the ICC along with supporting documents and the names and addresses of the witnesses, within a period of 10 working days from the date of receipt of the documents
STEP 5: At the time of inquiry, a minimum of 3 Members of the ICC including the chairperson, shall be present
STEP 6: The ICC shall conduct such investigations in a timely manner and shall submit a written report containing the findings and recommendations to the Employer within the 10 days from the date of completion of inquiry
STEP 7: The Employer shall act upon the recommendation within 60 days of its receipt
STEP 8: The Complaint’s Committee report will also be made available to concerned parties