Statutory Cells

With regard to the Supreme Court Judgement and guidelines issued in 1997 to provide for the effective enforcement of the basic human right of gender equality and guarantee against sexual harassment and abuse, more particularly against sexual harassment at work places, the University Grants Commission (UGC) has issued circulars since 1998, to all the universities, advising them to establish a permanent cell and a committee; to develop guidelines to combat sexual harassment, violence against women and ragging at the universities and colleges.

Keeping the above guidelines in view Sri Narayani College of Nursing has constituted a committee against Sexual Harassment. Sri Narayani College of Nursing has committed itself to provide a congenial and conducive atmosphere in which students, teachers and non-teaching staff can work together in an environment free of violence, harassment, exploitation, and intimidation. This includes all forms of gender violence, sexual harassment, and discrimination on the basis of gender. Every member is expected to be aware of the commitment to the right to freedom of expression and association, it strongly supports gender equality and opposes any form of gender discrimination and violence.​ The Supreme Court of India, in a landmark judgment in August 1997 (Vishaka & others vs. the State of Rajasthan & others) stated that every instance of sexual harassment is a violation of “Fundamental Rights” under Articles 14, 15, and 21 of the Constitution of India, and amounts to a violation of the “Right to Freedom” under Article 19 (1)(g). Another Supreme Court Judgment in January 1999 (Apparel Export Promotion Council vs. Chopra) has stated that sexually harassing behaviour “needs to be eliminated as there is no compromise on such violations”. The Supreme Court further reiterated that sexual harassment “is a violation of the fundamental right to gender equality and the right to life and liberty”.

Declaration of Policy

Sri Narayani College of Nursing, shall value the dignity of every individual, enhance the development of its human resources, guarantee full respect for human rights, ensures the full enforcement of “Fundamental Rights” under articles 14, 15, 19(1) (g) and 21 of the Constitution of India, and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or education. Towards this end, all forms of sexual harassment in the employment, education or training environment are hereby declared unlawful.

Objectives

• To fulfil the directive of the Supreme Court, as per UGC directives and the Bangalore University in respect of implementing a policy against sexual harassment.
• To evolve a mechanism for the prevention and redressal of sexual harassment cases and other acts of gender-based violence in the institution.
• To ensure the implementation of the policy in letter and spirit through proper reporting of the complaints and their follow-up procedures.
• To provide an environment free of gender-based discrimination.
• To ensure equal access of all facilities and participation in activities of the college.
• To create a secure physical and social environment.
• To promote a social and psychological environment that will raise awareness about sexual harassment in its various forms.

Role and Responsibility of Anti-Sexual Harassment Committee:-

• To ensure provision of a work and educational environment that is free from sexual harassment (Sexual harassment is defined by law from the perspective of the person who feels they have been harassed and it occurs if the person who feels they have been harassed feels offended, humiliated, or intimidated by the conduct and it is reasonable, in all the circumstances that the person who feels they have been harassed would feel offended, humiliated or intimidated).
• To take all reasonable steps (active and preventive in nature) to prevent the harassment occurring; To address any oral/written complaint about: unwelcome sexual advances, unsolicited acts of physical intimacy, unwelcome requests for sexual Favors or other unwelcome conduct of asexual nature. Unwelcome conduct of a sexual nature includes oral or written statements of a sexual nature to a person, or in a person's presence.
• Obtain high level support from the chief executive officer and Principal & Director for implementing a comprehensive strategy:
• Develop a written policy which prohibits sexual harassment. The Institution shall have a Sexual Harassment Policy. The policy outlines the Institute’s key commitments and legal responsibilities and provides a definition of sexual harassment and behaviours that are not acceptable.
• Regularly distribute and promote the policy at all levels of the organization; Ensure that managers and supervisors discuss and reinforce the policy at staff meetings; Provide the policy and other relevant information on sexual harassment to new staff as a standard part of induction; Periodically review the policy to ensure it is operating effectively and contains up to date information.
• Display anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures; Conduct regular awareness raising sessions for all staff on sexual harassment issues.

Powers of the Committee

• The Committee shall have the power to summon witnesses and call for documents or any information from any employee/student.
• If the Committee has reason to believe that an employee/student is capable of furnishing relevant documents or information, it may direct such person to produce such documents or information by serving a notice in writing on that person, summoning the person, or calling for such documents or information at such place and within such time as may be specified in the written notice.
• Where any relevant document or information is recorded or stored by means of a mechanical, electronic or other device, the Committee shall have the power to direct that the same be produced, or that a clear reproduction in writing of the same be produced.
• Upon production of documents / information called for by it, the Committee shall have the power to (i) make copies of such documents / information or extracts there from; or (ii) retain such documents / information for such period as may be deemed necessary for purposes of the proceedings before it.
• The Committee shall have the power to issue interim directions to / with regard to any person participating in the proceedings before it.
• The Committee shall have the power to recommend the action to be taken against any person found guilty of (a) sexually harassing the complainant; (b) retaliating against / victimizing the complainant or any other person before it; and (c) making false charges of sexual harassment against the accused person.

Functions of the Committee

Preventive Steps

It will be the endeavour of the committee:

• To facilitate a safe environment that is free of sexual harassment.
• To promote behaviours that create an atmosphere that ensures gender equality and equal opportunities.

Remedial Steps

• To ensure that the mechanism for registering complaints is safe, accessible and sensitive.
• To take cognizance of complaints about sexual harassment, conduct enquiries, provide assistance and redressal to the victims, recommend penalties and take action against the harasser, if necessary.
• To advise the competent authority to issue warnings or take the help of the law to stop the harasser, if the complainant consents.
• To seek medical, police and legal intervention with the consent of the complainant.
• To make arrangements for appropriate psychological, emotional and physical support (in form of counselling, security and other assistance) to the victim if so desires.

Anti-Sexual Harassment Committee

Student Grievance Redressal Cell

The Student Grievance Redressal Cell- It aims to look into the complaints lodged by any student and redress it for creating an inclusive and healthy learning environment in the institution. The students can state their grievance regarding any academic and non-academic matter within the campus through online and offline mode. The staff and students are notified to put their complaints about administration, accounts, finance, library, academics and hostels etc. In the suggestion/complaint boxes located in the main building, library, gents and ladies hostels. If the grievances are not within the purview of the committee, then the issues are brought to the notice of the authorities.

Objectives

• To promote cordial atmosphere among students in the college premises.
• To provide timely, responsive and accountable settlement of grievance in order to maintain a harmonious atmosphere in the college premises.
• To encourage the students to express their grievance without any fear of being victimized.
• To promote to respect the right and dignity of one another.
• To ensure effective solution to the students grievances with an impartial and fair approach.
• To support those students who have been deprived of the services offered by the college, for which he/she is entitled to. 2
• To make officials of the college responsive, accountable and courteous in dealing with the students.
• To ensure effective solution to the students’ grievances with an impartial and fair approach.

Mechanism

Offline

The complaint forms are made available with the Convenor of the Cell. Aggrieved parties have to fill the complaint form and submit the same along with necessary supporting documents (If any), for further course of action and redressal.

The cell convener and members shall listen to the complainant and any other parties involved in the case in order to comprehend their points of view and resolve the matter impartially. The institution aims at solving the grievances of the students within 7 working days.

Functions of the Cell

• Redressal of Students’ Grievances to solve their academic and administrative problem.
• To co-ordinate between students and Department/class to redress their grievances.
• To guide ways and means to the students to redress their problems.

Students Grievance Procedure

• The students are to lodge their grievances in the prescribed form available with the Vice – Principal(s)/Head(s) of the respective department/ Students’ Union Office. The form, duly filled, is required to be submitted in the drop box placed outside in the corridor.
• The form can be downloaded from the college website at www.shillongcollege.ac.in under the webpage of the cell.
• After the receipts of grievances, the Cell shall take up the matter with the department concerned for resolving them. Once grievances are reported, the final report and resolution will be handed over to the Principal for further action.

Exclusions: Students’ Grievance Redressal Cell shall not entertain following issues

• Decisions of the Academic Council / Board of Studies and other academic / administrative committees constituted by the college.
• Decisions with regard to award of scholarships / fee concessions/ awards / medals.
• Decisions made by college under the Discipline Rules and Misconduct.
• Decisions of the college in admissions to ANY course.
• Decisions of the competent authority on assessment and examination result.

Actions/Decisions Taken By The Cell

• Staffs of the college (both teaching and non-teaching) are advised to submit their grievances in plain paper.
• Heads of Departments were requested to urge upon the teachers of their respective departments to individually create awareness about the Cell in their respective classes.
• Members of the cell were also entrusted to create awareness in their respective classes to encourage the students to air their grievances, if any, to enable fair and timely resolution of their grievances.

Students Grievance Redressal Committee (SGRC)

Ombudsperson:-

Name: Dr. P. Madhavi, Administrative Officer

Tenure: 20.09.2024 to 19.09.2026

Contact Number: 9442454126

Email id: srinarayanisgrvlr2024@gmail.com

Internal Complaints Committee

The Institution, with an intent to provide a safe and congenial atmosphere for the staff and students, has established Internal Complaints Committee (ICC) as per the UGC Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Educational Institutions Regulations, 2015. In compliance with the UGC statutes regarding measures for ensuring the safety of employees and students by organizing programmes related to Gender Sensitization, disciplinary actions against sexual harassment, Ethics, Physical, Mental and Emotional Health and providing necessary infrastructural facilities for effective functioning. The institution is committed to zero-tolerance policy towards sexual harassment and strives to create a campus free from discrimination, harassment or sexual assault at all levels.

Objectives

The Internal Complaints Committee Policy for preventing sexual harassment involves:

• To establish a secure physical and social environment that deters sexual harassment.
• To educate the campus community on the issue of sexual harassment.
• To fulfil the Institution's commitment towards creating a gender-discrimination-free environment.
• To establish a policy against sexual harassment of women at the Institutional and community level.
• To create a permanent mechanism for preventing and addressing cases of sexual harassment and gender-based violence at the Institution.
• To establish a systematized mechanism to prevent and redress the complaints with appropriate monitoring and timely reporting with transparency and time bound redressal.
• To raise awareness about sexual harassment in all its forms by promoting a supportive social and psychological environment.

Mechanism

Internal Complaints' Committee (ICC) of Sri Narayani College was formed under the Sexual Harassment of Women at Workplace, Prevention, Prohibition and Redressal Act, 2013, (Hereinafter referred to as the Act). The Act provides protection against sexual harassment of women at workplaces and for the prevention and redressal of complaints of sexual harassment. This Act was adapted by the UGC to be followed by institutions of higher learning. Sri Narayani College follows UGC Regulations 2015 regarding Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and students in Higher Educational Institutions.

The ICC has a Presiding Officer (chairperson), who is a female faculty member employed at the senior-most level. The other members include women faculty members, non-teaching employees, a representative from an NGO and student representatives from UG and PG. Each member of the Committee will hold office for not more than three years.

Complaint Procedure for OFFLINE

An aggrieved person is required to submit a written complaint to the ICC within three months from the date of the incident.

A specific form is made available in administrative office, presiding officer and with a student council member. Aggrieved person can fill that form. The form covers details of various aspects i.e. date of the incident, Location and relationship between parties.

The issues of the complaints will have to be resolved within a period of 90 days, the reason has to be discussed with the ICC has to why the delay has happened.

It is pertinent to mention that the written Complaint is mandatorily required to be filed by the aggrieved person with full name and details for seeking any action under this Policy and / or the Act. Any anonymous Complaint shall not be entertained.

Where the Complainant is unable to file the Complaint of their own, their legal heirs or parents, spouse, children or sibling can file the Complaint.

Complaint Procedure of ONLINE:

Students and Staff can also express their grievances online by filling out the form available in the college website or sending mail to the id.

Inquiry Process

• The ICC, as the case may be will conduct an enquiry and provide an opportunity to the aggrieved person as well as the Respondent to represent their case and explanations/ reasoning thereto.
• The inquiry has to be completed within a period of ninety days from the receipt of the complaint. The inquiry report, with recommendations, if any, has to be submitted within ten days from the completion of the inquiry to the Presiding officer. Copy of the findings or recommendations shall also be served on both parties to the complaint
• The Presiding officer shall act on the recommendations of the committee within a period of thirty days from the receipt of the inquiry report, unless an appeal against the findings is filed within that time by either party.
• No monetary settlement should be made as a basis of conciliation.
• The identities of the aggrieved party or respondent or the witness or the offender shall not be made public or kept in the public domain especially during the process of the inquiry.

Punishment and Compensation

Anyone found guilty of sexual harassment shall be punished in accordance with the service rules of the Sri sakthi Amma Educational Trust, if the offender is an employee.

• Stopping of increments/promotion.
• Reverting, demotion
• Denial of re-employment

Where the respondent is a student, depending upon the severity of the offence, the Presiding Officer may

• Withhold privileges of the student such as access to the library, auditorium and identity card.
• Suspend or restrict entry into the campus for a specific period.
• Award reformative punishments like mandatory counselling and/or performance of community services.

Internal Complaint Committee (ICC)

Email-ID: internalcomplaint2024@gmail.com