Policy & Guidelines on Prevention and Redressal of Sexual Harassment at Workplace & Internal Complaints Committee

R.P.D. College is committed to providing a healthy, safe, and conducive environment that enables employees and students to work and study without fear of prejudice, gender bias, or any form of Sexual Harassment. Every individual is treated with dignity and respect and provided equal opportunities for professional growth.

In accordance with The Sexual Harassment of Women in Workplace (Prevention, Prohibition and Redressal) Act, 2013 and UGC guidelines, the College has constituted a Committee Against Sexual Harassment (CASH) to provide a pleasant and conducive atmosphere free from harassment and exploitation.

• This document shall be called the "RPD College Guidelines on Prevention of Sexual Harassment."
• This shall come into effect from the date of approval by the Governing Body of RPD College of Arts and Commerce, Belagavi (Autonomous).

Applicable to all types of complaints made in regard to sexual harassment:

Sexual harassment includes any one or more of the following unwelcome acts, gestures, or behaviours (whether direct or by implication):

6.1 Responsibility of Employees

• All employees have a personal responsibility to ensure their behaviour is not contrary to this policy.
• Employees must be conscious of not engaging in potential sexual behaviours or incidents at work.
• Where possible, the harasser should be confronted immediately and a complaint filed.
• Employees who know someone being harassed should give support and encourage immediate action.
• Full cooperation must be extended to the Committee; non-cooperation or misleading information will result in disciplinary action.

6.2 Responsibilities of the College

• Provide a safe working environment including safety from persons coming into contact at the workplace.
• Display at conspicuous places the penal consequences of sexual harassment and the order constituting the ICC.
• Organize workshops and awareness programs at regular intervals for sensitizing employees.
• Provide necessary facilities to the ICC for dealing with complaints and conducting enquiries.
• Assist in securing attendance of respondents and witnesses before the ICC.
• Provide assistance to the complainant if s/he chooses to file a complaint under the Indian Penal Code or other applicable law.

Selection of committee members is critical. At least one-half of all nominated members shall be women.

• Ensure a work and educational environment free from sexual harassment.
• Take all reasonable preventive steps to stop harassment from occurring.
• Provide information to all staff and students about what constitutes sexual harassment.
• Regularly promote and disseminate awareness on prevention guidelines at all levels.
• Display anti-sexual harassment posters on notice boards and in common areas.
• Ensure complaints are clearly documented, address both informal and formal resolution options, and are handled fairly, timely, and confidentially.
• Ensure no student will be victimized or disadvantaged for raising a complaint.

In pursuance of UGC Regulations, 2015 and the Sexual Harassment of Women at Workplace Act, 2013, the Internal Complaints Committee (ICC) was constituted under the special Cell Against Sexual Harassment (CASH) of the SKE Society's Rani Parvati Devi College of Arts and Commerce, Belagavi (Autonomous), to deal with complaints relating to sexual harassment at the workplace.

Persons in administrative positions (such as the Principal) shall not be members of the ICC to ensure autonomy of functioning. Three members (including the Chairperson) shall constitute a quorum.

• Summon witnesses and call for documents or information from any employee/student.
• Request production of documents recorded by mechanical, electronic, or other devices.
• Make copies of or retain documents/information for the duration of proceedings.
• Issue provisional directions to any person participating in proceedings before it.
• Recommend action against persons found guilty of sexual harassment, retaliation, or making false charges.

4.1 Preventive Steps

• Facilitate a safe environment that is free of sexual harassment.
• Promote behaviours that ensure gender equality and equal opportunities.

4.2 Remedial Steps

• Ensure the complaint mechanism is safe, accessible, and sensitive.
• Take cognizance of complaints, conduct enquiries, provide redressal, and recommend penalties.
• Advise the competent authority to issue warnings or seek legal intervention with complainant's consent.
• Seek medical, police, and legal intervention if required.
• Provide psychological, emotional, and physical support if the victim so desires.

If the aggrieved is unable to file due to physical/mental incapacity, a legal heir, relative, or friend may file on their behalf. The ICC may condone delays beyond 3 months if reasons are satisfactory.

• Proceedings shall follow the principles of natural justice; both parties given reasonable opportunity to present their case.
• Both parties may produce relevant documents and witnesses; documents must be signed to certify authenticity.
• Minutes of all proceedings shall be prepared and duly signed by all Committee members.

Disciplinary Actions — Employees

Disciplinary Actions — Students

The aggrieved person or the respondent, if not satisfied with the recommendation of CASH / ICC, may appeal to the college within 90 days from the date of recommendation.