Mahila Takrar Nivaran Samiti / ICC

Every organization should have a safe and harassment-free working environment. Therefore, the Internal Complaints Committee (ICC) has been constituted at Nagpur Veterinary College, Nagpur, in accordance with the instructions of the National Commission for Women and guidelines issued for the implementation of the directives of the Hon'ble Supreme Court's Judgment dated 13th August 1997, in the case of Visakha and others vs. State of Rajasthan and others, and the regulations of Maharashtra State Government vide महाराष्ट्र शासन महिला व बाळ विकास विभाग शासन निर्णय क्र. मकची-२०१३/ प्र. क्र. ६३ /मकक, दिनांक १९ जून २०१४ regarding sexual harassment of women in the workplace. The committee aims to investigate, resolve, and prevent such incidents.

Responsibilities of the ICC:

• In the case of the complaint against the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH), the ICC is solely responsible for investigating without being biased.
• The ICC is required to be vigilant in addressing sexual harassment complaints and resolving them as soon as possible.
• ICC is the sole authority to inquire about the complaints and make efforts to redress the same.
• The complaints of sexual harassment at a workplace destroy the persona of not only the complainant and the accused, but also of the institute and its goodwill as well.

PoSH ACT, 2013:

• POSH or the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the Act) is a groundbreaking law on a much-needed and burning issue.
• It is India’s first organized legislation that categorically deals with the prevention, prohibition, and redressal of sexual harassment of women at the workplace.
• The Act came into force on December 9, 2013, and is binding on every organization, public or private, having more than 10 employees.

Key Components of ICC Guidelines:

1. Constitution: Guidelines specify the composition of the ICC, including the Presiding Officer, members, and other relevant officials.
2. Complaint Filing: Procedures for filing complaints, including required documentation and witnessing, are outlined.
3. Inquiry Procedures: Guidelines detail how the ICC conducts inquiries, including timelines, fairness, and confidentiality.
4. Recommended Actions: The guidelines outline potential actions to be taken against respondents, such as warnings, reprimands, or even termination, based on the findings of the inquiry.
5. Appeals: Mechanisms for appealing ICC recommendations are often included.
6. Confidentiality: Emphasis on maintaining confidentiality of the complainant, the respondent, and the inquiry proceedings is crucial.

Sexual Harassment

Know where the line is!

• Sexual Harassment is unwanted behaviour of sexual nature that violates a person's dignity and makes them feel degraded, humiliated, intimidated, and threatened.
• If you or someone you know has been sexually harassed at work, you need to report it to someone with responsibility.

4 Types of Sexual Harassment

1. Verbal/Written
   • ✓ Remarks of a sexual nature
   • ✓ Sexually explicit statements
   • ✓ Request for sexual favors or dates
   • ✓ Rumors about a person's personal or sexual life
   • ✓ Coercion of sexual activity
2. Unwelcome Flirting
   • ✓ Physical
   • ✓ Blocking a person's physical movement, unwanted touching of a person
   • ✓ Inappropriate and unwanted touching and/or their clothing
   • ✓ Playing music with offensive or degrading language
3. Non-Verbal
   • ✓ Looking a lady's body up and down in a lewd manner
   • ✓ Making derogatory gestures or facial expressions of a sexual nature
   • ✓ Frequently following or standing too close to a person on purpose
   • ✓ Whistling or staring in a sexually suggestive or offensive manner
4. Visual
   • ✓ Displaying sexually suggestive objects, pictures, cartoons, posters, calendars, or computer screens
   • ✓ Showing sexually suggestive text messages or emails
   • ✓ Sharing sexually inappropriate images or videos