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University Grants Commission (UGC) believes that a safe and healthy environment in Higher Educational Institutions (HEIs) for women students and employees is a necessary prerequisite to quality education and research. In compliance with UGC Guidelines, Azad Hind Fouz Smriti Mahavidyalaya constituted an Internal Complaint Committee (ICC-POSH) to provide a safe and inclusive environment for girl students and women staff. The Prevention of Sexual Harassment (POSH) guidelines provide essential insights to foster a safe and supportive environment for all. ICC-POSH Cell aims to redress complaints made by women - students and staff - in accordance with ICC-POSH Regulations provided in the Act. "Internal Complaints Committee (ICC)" and "Vishaka Cell" are often used interchangeably in the context of addressing sexual harassment in educational institutions and workplaces in India. The Vishaka Guidelines, established by the Supreme Court in 1997, laid the foundation for preventing and addressing sexual harassment. These guidelines were later formalized into the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, which mandates the establishment of an ICC which is the legally mandated body for handling such complaints.
Definition of Sexual Harassment: “Sexual harassment” includes any unwelcome sexually inclined behaviour, whether directly or indirectly, such as: 1) Physical contact and advances 2) A demand or request for sexual favours 3) Making sexually coloured remarks (including jokes) 4) Showing pornography (books, photographs, paintings, films, pamphlets, packages, etc. containing ‘indecent representation of women’) 5) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature. Under the Act, the following also count as sexual harassment: 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
MEMBERS OF INTERNAL COMPLAINTS COMMITTEE (ICC):
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| POSH ACT, 2013 | View / Download |
| HANDBOOK ON SEXUAL HARASSMENT OF WOMEN AT WORKPLACE | View / Download |
| UGC : VISHAKA GUIDELINES | View / Download |
| UGC : SAKSHAM PORTAL | View / Download |
| NOTE: To ensure that the provisions for the Prevention of Sexual Harassment (POSH) Act are not misused, all malicious complaints will be dealt with as per the procedure laid down in the POSH Act. If the ICC finds that false allegations were made or misleading information was provided during the inquiry, the complainant shall be liable to be punished. |
