Krantiagrani G. D. Bapu Lad Mahavidyalaya Kundal, is committed to providing safe and healthy academic and working environment to all students and its women employees. Apart from this enactment, amendments have also been made to the Indian Penal Code, 1860 wherein Section 354A and 354D has been introduced to make sexual harassment as a penal offence. Even earlier Section 509 provides punishment for a person who uses a word, gesture or act, intended to insult the modesty of a woman.
As per the guidelines of Supreme Court, UGC, Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013, an Internal Complaints Committee has been established by the College for a period of five years (2016-17, 2017- 18, 2018-19, 2019-20, 2020-21).A victim of sexual harassment has two courses open in having her grievance redressed. She can either give a complaint to the Internal Complaints Committeeor give a police complaint relating to the penal offence.
The Parliament of India passed the “Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act,” in the year 2013. The ACT provides protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for the matters connected therewith or incidental thereto. The guidelines explicitly state the following: “It shall be the duty of the employer or other responsible persons in workplaces or other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolutions, settlement, or prosecution of acts, of sexual harassment by taking all steps require.”
Educational institutions are also bound by the Supreme Court's directive and the Act. The International Institute for Population Sciences (IIPS), Mumbai is committed to creating and maintaining an environment which is free of all forms of gender violence, sexual harassment, and discrimination on the basis of sex/gender. Following this, the institute is “Internal Complaint Committee to Prevent Sexual Harassment of Women at the Workplace.” The following policy has been made keeping in mind the above facts.Objectives:
The objectives of the Internal Complaint Committee to Prevent Sexual Harassment of Women at the Workplace are as follows:
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 behaviour (whether directly or by implication) namely:
A man committing any of the following acts—
physical contact and advances involving unwelcome and explicit sexual overtures;or
a demand or request for sexual favours; or
showing pornography against the will of a woman; or
making sexually coloured remarks, shall be guilty of the offence of sexual harassment.
Any man who commits the offence specified in clause (i) or clause (ii) or clause (iii) of subsection (1) shall be punished with rigorous imprisonment for a term which may extend to three years, or with fine, or with both.
Any man who commits the offence specified in clause (iv) of sub-section (1) shall be punished with imprisonment of either description for a term which may extend to one year, or with fine, or with both.
(1) No woman shall be subjected to sexual harassment at any workplace:-
(2) The following circumstances, among other circumstances, if it occurs, or is present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:-
(i) implied or explicit promise of preferential treatment in her employment; or
(ii) implied or explicit threat of detrimental treatment in her employment; or
(iii) implied or explicit threat about her present or future employment status; or
(iv) interference with her work or creating an intimidating or offensive or hostile work environment for her; or
(v) humiliating treatment likely to affect her health or safety.
In the event the Committee finds that the allegation(s) against the respondent have been proved, it shall recommend the nature of action to be taken by the Institute
The following actions may be recommended:
a. A written apology
c. Reprimand or censure
d. Withholding of promotion
e. Withholding of pay rise or increments
f. Undergoing a counselling session
g. Carrying out of community service
h. Terminating the respondent from service
i. Any other punishment according to the service rules applicable to the respondent.
An aggrieved woman can send a written complaint to the principal of the K G D B L M Kundal . The said complaint shall be forwarded to the Internal Complaints Committee (ICC) for an inquiry.The KGDBLM has constituted the ICC with the following member:
This committee has been formed at Krantiagrani G. D. Bapu Lad Mahavidyalaya Kundal, to address issues under THE SEX UAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013. The purpose of this committee is to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith or incidental thereto. The Presiding Officer and every Member of the Internal Committee shall hold office for such period, not exceeding five years, from the date of nomination.
The following committee members are appointed under Sexual Harassment at Workplace Act, 2013:Members of Internal Complaint Committee:
|Dr. P. B. Lad (Principal)
|Prof. Mrs. A. D. Pawar (Proceeding Officer)
|Prof. Miss S. P. Kharat.( Member)
|Prof. Mrs S. R. Mohite (Member)
|Adv. Mr. Pravin Bhimrao Lad (Advocate)
|Smt. Sumantai Gaikwad (Social Worker)
|Mrs. Hema Pakhale (NGO Member)
|Miss Aditi Datta Bhagwat (Student)