Introduction

The Internal Complaint Committee (ICC) at A.S. Group of Institutions (ASGI) is constituted to address complaints related to sexual harassment, discrimination, and any form of misconduct that violates the rights and dignity of students, staff, and faculty within the institution. The committee ensures that every member of ASGI is treated with respect and dignity, promoting a safe and inclusive learning and working environment.

This policy is in alignment with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, and other relevant regulations to safeguard the rights of students and employees.

Objective

• To prevent and address complaints of sexual harassment, gender discrimination, and other forms of misconduct at ASGI.
• To provide a safe and confidential platform for individuals to report complaints without fear of retaliation.
• To ensure prompt, fair, and transparent investigation and resolution of complaints.
• To raise awareness about the importance of maintaining a safe and respectful environment on campus.
• To protect the rights of complainants and accused individuals, ensuring a fair and impartial process.

Definition of Sexual Harassment and Misconduct

Sexual harassment and misconduct, as per ASGI’s policy, include but are not limited to:

• Physical Harassment: Unwanted physical contact, sexual advances, or gestures.
• Verbal Harassment: Offensive comments, jokes, or sexually explicit remarks, and unwelcome discussions of a sexual nature.
• Visual Harassment: Displaying obscene pictures, sexually explicit content, or unwanted gestures.
• Online Harassment: Sending sexually explicit messages, images, or videos via email, text, or social media.
• Discriminatory Harassment: Any form of harassment or mistreatment based on gender, caste, race, religion, sexual orientation, or disability.

Committee Structure

An Internal Complaints Committee (ICC) comprising of the following members is hereby continued to bring Gender Sensitization, prevention and prohibition of sexual harassment of women employees and redressal of grievances-

• Prof. Harneet – Chair Person
• Dr. Linconjit Pal Singh – Member
• Prof. Komal – Member
• Prof. Harsimran Kaur Batth – Member
• Mr. Gurdeep Singh – Member
• Mrs. Chanderkala Rinku Aggarwal – External Member
• Mr. Kulveer Singh – Member
• Ms. Varinder Kaur – Student
• Ms. Harmanpreet Kaur – Student
• Ms. Sunidhi – Student

Scope of the Committee’s Responsibilities

• Complaint Redressal: Investigate complaints related to sexual harassment, discrimination, and misconduct.
• Preventive Measures: Conduct workshops, seminars, and awareness programs on sexual harassment and discrimination to ensure that all students and staff are aware of their rights and the grievance redressal mechanism.
• Disciplinary Action: Recommend appropriate action against those found guilty of misconduct, which may include warnings, counseling, suspension, or expulsion.
• Confidentiality: Maintain strict confidentiality about all complaints and investigations to protect the privacy of the complainant, the accused, and other parties involved.
• Report Submission: Provide periodic reports of the complaints and actions taken to the administration for review.

Complaint Procedure

Filing a Complaint

Any student, faculty, or staff member who believes they have been subjected to sexual harassment or misconduct can file a complaint with the ICC. Complaints can be submitted in writing, via email, or in person to the ICC members.
Complaints should be submitted within three months of the incident occurring. In exceptional cases, this timeline may be extended at the discretion of the committee.

Complaint Form

A prescribed complaint form will be available on the institution’s website or through the student/staff portal. The complainant must provide details such as the nature of the complaint, the date of occurrence, the involved parties, and any evidence supporting the complaint.

Anonymous Complaints

Anonymous complaints may be considered if the committee deems them serious and credible. However, it is encouraged to provide personal information to ensure accountability and follow-up.

Investigation Process

• Preliminary Inquiry: Once a complaint is received, the ICC will conduct a preliminary inquiry within 7 days to determine whether the complaint is valid and warrants further investigation.
• Confidentiality: The details of the complaint and investigation will remain confidential, and only those directly involved in the investigation will be privy to the information. This ensures the privacy and safety of both the complainant and the accused.
• Formal Investigation: If the complaint is found to be legitimate, a formal investigation will be carried out by the committee. This may include:
  • Collecting statements from the complainant, the accused, and witnesses.
  • Gathering physical or digital evidence, if available.
  • Ensuring both parties have equal opportunity to present their side of the story.
• Timeframe: The investigation process should be completed within 30 days from the date of the complaint. In exceptional cases, the committee may extend this period with proper justification.

Resolution and Outcome

Possible Outcomes

• Disciplinary Action: If the accused is found guilty, appropriate disciplinary action will be recommended. This could range from counseling, warnings, or suspension to expulsion, depending on the severity of the misconduct.

Punitive Measures

• Students may face suspension, expulsion, or a ban from participating in extracurricular activities.
• Faculty or staff may face suspension, demotion, or termination.
• In case of serious offenses, criminal charges may also be pursued, depending on the severity of the misconduct (e.g., criminal sexual harassment).

Communication

Both the complainant and the accused will be informed of the outcome of the investigation and the actions taken, in writing.

Support and Protection for the Complainant

• Protection from Retaliation: The institution will ensure that no retaliatory action is taken against the complainant for filing a complaint. Any retaliation will be dealt with as a separate offense.
• Counseling: The institution will provide counseling and emotional support for the complainant throughout the process, ensuring that they feel supported and heard.

Awareness and Training

• Workshops and Awareness Programs: The ICC will organize regular workshops and awareness sessions on sexual harassment, gender equality, and misconduct prevention for both students and staff.
• Induction Program: Every new student and staff member will be informed about the institution’s ICC policy, the grievance redressal mechanism, and the process for reporting incidents of harassment.

Annual Reports

The ICC will submit an annual report to the institution’s administration, which will include a summary of the complaints received, the actions taken, and the outcomes. This report will ensure transparency and track the institution’s progress in creating a safe and respectful environment.

Amendments to the Policy

This policy is subject to review and amendments as required by law or as deemed necessary by the administration. Any changes to the policy will be communicated to all stakeholders promptly.