Guidelines of Internal Complaint Committee (ICC)

An Internal Complaints Committee (ICC) for sexual harassment requires a minimum of four members, including a senior woman as the Presiding Officer, two internal members, and one external member from an NGO or social organization. At least half the members must be women, and members should possess social work or legal experience. The external member provides independence and familiarity with women's issues.

Who can be a member?

Presiding Officer

A senior-level woman employee at the workplace. If no such person is available, a woman from another branch, administrative unit or organization can be nominated.

Internal Members

At least two employees who are committed to the cause of women, have experience in social work or possess legal knowledge.

External Member

A member from a non-governmental organization (NGO) committed to the cause of women or a person familiar with issues relating to sexual harassment.

Key Considerations

Minimum Number: The ICC must have at least four members.

Gender Balance: At least half of the total members must be women.

Expertise: Members should ideally have a background in social work or possess legal knowledge to handle the sensitive nature of such complaints.

Purpose: The ICC's primary function is to receive and redress complaints of sexual harassment at the workplace.

Compliance: Forming an ICC is mandated by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) in India.

What is the quorum for the Internal complaints committee?

A quorum of 3 members is required to be present for an IC proceeding to take place.

Minimum Composition of a POSH Committee

A POSH committee must have a minimum of four members: a female Presiding Officer, two employee members (at least one of whom should be a woman) and one external member who is an NGO representative or has experience with women's issues. At least half of the committee's members must be women.

For an organization with 10 or more employees, the Internal Complaints Committee (ICC) must be established with the following members:

Presiding Officer: A senior-level female employee from within the organization.

Two Employee Members: These individuals should be from the workplace and be sensitive to gender issues or have legal knowledge related to sexual harassment.

One External Member: This person should be from a non-governmental organization (NGO) or association committed to the cause of women or someone familiar with sexual harassment issues.

Key Requirements for Committee Members

Majority Women: At least half of the committee's total members must be women.

External Representation: The inclusion of an external member is crucial for an objective perspective.

Awareness and Sensitivity: Members should be dedicated to supporting women's rights and sensitive to gender-related issues.

UGC Guidelines for Faculty, Student and Non-Teaching Staff Grievance Committee

Student Grievance Redressal Committee (SGRC) should include,

1)Chairperson: A professor, preferably with administrative experience, such as a Dean or Head of Department.

2)Members:

Four Professors/Senior Faculty Members: With at least one member or the Chairperson being a woman and at least one member or the Chairperson belonging to the SC/ST/OBC category.

Student Representative: A student nominated on the basis of academic merit, excellence in sports or performance in co-curricular activities, serving as a special invitee for a term of one year.

Ombudsperson: A retired professor or a senior academician who can hear appeals from aggrieved students and provide recommendations for redressal.

The SGRC should ensure diversity and representation, with a term of two years for the chairperson and members, and one year for the student representative.

STUDENTS’ GRIEVANCES REDRESSAL COMMITTEE

Faculty Grievance Committee typically consists of:

1.Chairperson: A senior faculty member or Dean.

2.Members: 2-3 senior faculty members, including representation from different departments/ disciplines.

2.One member from Administration, such as Registrar or HR representative.

The committee's role is to address faculty grievances related to employment, promotion, appraisal and other work-related issues, ensuring a fair and transparent process.

FACULTY GRIEVANCES REDRESSAL COMMITTEE

A Non-Teaching Grievance Committee typically consists of

1.Chairperson: A senior administrative officer or Registrar.

2.Members:

2-3 representatives from non-teaching staff, ensuring diverse representation.

2.HR representative or Administrative Officer.

The committee addresses grievances related to non-teaching staff, including issues like service conditions, promotions and workplace concerns, ensuring a fair and transparent resolution process.

NON TEACHING STAFF GRIEVANCES REDRESSAL COMMITTEE

According to UGC guidelines, the members for SPARSH (Anti-Sexual Harassment Cell) should include,

Chairperson: A woman faculty member, nominated by the Vice Chancellor

- Members

Faculty Representatives: 4-5 members from various schools/departments, with at least 3 being women.

Student Representatives: 2 students, including at least one girl student.

Non-Teaching Staff: 2 members.

NGO Representative: 1 member.

Women Counselor: 1 member.

These members should work together to prevent, prohibit and redress sexual harassment cases, ensuring a safe and supportive environment for women employees and students.

SENSITIZATION, PREVENTION AND REDRESSAL OF SEXUAL HARASSMENT (SPARSH)COMMITTEE

The committee's responsibilities include,

Developing guidelines and norms for a policy against sexual harassment

Creating procedures for combating sexual harassment

Implementing the policy and ensuring timely investigation of complaints

Providing a safe and secure environment for staff and students

The UGC guidelines emphasize the importance of establishing Internal Complaints Committees (ICCs) in higher educational institutions to address sexual harassment cases and promote a culture of respect and safety.

According to UGC guidelines, the Anti-Ragging Committee should include,

Chairperson: A senior professor or Dean, nominated by the Vice Chancellor/Head of the Institution

- Members

Faculty Representatives: Representatives from various departments, including senior faculty members

Student Representatives: Meritorious and well-behaved senior students, including girls and students from diverse backgrounds

Wardens/Proctors: Wardens of hostels or proctors, responsible for maintaining discipline

Security Officer: The security officer of the institution

Local Police Representative: A representative from the local police station

NGO Representative: A representative from a local NGO working on youth affairs or anti-ragging initiatives

Parents/Guardians: Representatives of parents/guardians of students

The committee's role is to prevent, monitor and address ragging incidents, ensuring a safe and ragging-free environment for students.

The UGC guidelines emphasize the importance of establishing Anti-Ragging Committees and Squads in higher educational institutions to prevent and curb ragging.

ANTI RAGGING COMMITTEE

Objectives of an Anti-Ragging Committee

1.Prevention of Ragging: To create awareness and take proactive measures to prevent ragging incidents within the institution, hostels and campus.

2.Investigation and Redressal: To investigate complaints of ragging, take prompt action, and provide redressal to victims, ensuring their safety and well-being.

3.Awareness and Sensitization: To organize workshops, seminars and campaigns to educate students, faculty and staff about the ill effects of ragging and promote a culture of respect and inclusivity.

4.Monitoring and Surveillance: To monitor campus activities, hostels and student interactions to identify potential ragging hotspots and take preventive measures.

5.Support and Counseling: To provide support and counseling services to victims of ragging, ensuring their emotional and psychological well-being.

6.Enforcement of Rules and Regulations: To ensure strict adherence to anti-ragging laws, regulations and institutional policies, taking disciplinary action against perpetrators.

7.Promoting a Positive Campus Culture: To foster a positive, inclusive and respectful campus culture, encouraging students to report incidents and promoting a sense of responsibility among students, faculty and staff.

Objectives of a Faculty Grievance Committee

1.Addressing Faculty Concerns: To provide a platform for faculty members to raise grievances, concerns and issues related to their work environment, policies or interactions.

2.Promoting Fairness and Transparency: To ensure fairness, transparency and impartiality in addressing faculty grievances, adhering to institutional policies and procedures.

3.Resolving Conflicts: To resolve conflicts, disputes, or misunderstandings between faculty members, administrators or other stakeholders in a timely and constructive manner.

4.Providing Support and Guidance: To offer support, guidanceand counselling to faculty members facing difficulties or challenges, helping them navigate institutional processes.

5.Reviewing and Recommending Policy Changes: To review grievances, identify systemic issues, and recommend policy changes or improvements to prevent similar grievances in the future.

6.Maintaining Confidentiality: To maintain confidentiality and discretion when handling sensitive or personal grievances, ensuring the privacy and dignity of faculty members.

7.Fostering a Positive Work Environment: To contribute to creating a positive, respectful and supportive work environment, promoting faculty well-being, job satisfaction and productivity.

Objectives of a Student Grievance Committee

1.Addressing Student Concerns: To provide a platform for students to raise grievances, concerns and issues related to their academic, administrativeor campus life.

2.Ensuring Fairness and Transparency: To ensure fairness, transparency and impartiality in addressing student grievances, adhering to institutional policies and procedures.

3.Resolving Conflicts: To resolve conflicts, disputes, or misunderstandings between students, faculty or administrators in a timely and constructive manner.

4.Providing Support and Guidance: To offer support, guidanceand counselling to students facing difficulties or challenges, helping them navigate institutional processes.

5.Improving Institutional Policies: To review grievances, identify systemic issues and recommend policy changes or improvements to prevent similar grievances in the future.

6.Maintaining Confidentiality: To maintain confidentiality and discretion when handling sensitive or personal grievances, ensuring the privacy and dignity of students.

7.Fostering a Positive Campus Environment: To contribute to creating a positive, respectful and supportive campus environment, promoting student well-being, satisfaction and success.

Objectives of a Non-Teaching Grievance Committee

1.Addressing Grievances: To provide a platform for non-teaching staff to raise grievances, concerns and issues related to their work environment, policies or interactions.

2.Ensuring Fairness and Transparency: To ensure fairness, transparencyand impartiality in addressing grievances, adhering to institutional policies and procedures.

3.Resolving Conflicts: To resolve conflicts, disputes or misunderstandings between non-teaching staff, faculty or administrators in a timely and constructive manner.

4.Providing Support and Guidance: To offer support, guidance and counselling to non-teaching staff facing difficulties or challenges, helping them navigate institutional processes.

5.Improving Working Conditions: To identify and address issues related to working conditions, facilities and resources that impact non-teaching staff's well-being and productivity.

6.Maintaining Confidentiality: To maintain confidentiality and discretion when handling sensitive or personal grievances, ensuring the privacy and dignity of non-teaching staff.

7.Promoting a Positive Work Environment: To contribute to creating a positive, respectful and supportive work environment, promoting non-teaching staff's well-being, job satisfaction and productivity.

Objectives of an SC/ST Committee

1.Promoting Inclusivity: To foster an inclusive and equitable environment for SC/ST students, ensuring their equal participation in academic and extracurricular activities.

2.Preventing Discrimination: To prevent and address any form of discrimination, harassment or bias against SC/ST students, faculty or staff.

3.Providing Support and Guidance: To offer support, guidance and counselling to SC/ST students, helping them navigate institutional processes and addressing their concerns.

4.Ensuring Equal Opportunities: To ensure equal opportunities for SC/ST students in admissions, academics and campus life, promoting their overall development.

5.Monitoring and Reporting: To monitor incidents of discrimination or bias, investigate complaints and report to the authorities for necessary action.

6.Organizing Awareness Programs: To organize awareness programs, workshops and seminars to promote understanding, empathy and respect for diversity and inclusivity.

7.Implementing Reservation Policies: To ensure implementation of reservation policies and regulations for SC/ST students, facultyand staff as per government norms and institutional policies.

Objectives of a Disciplinary Committee

1.Maintaining Discipline: To maintain discipline and order on campus, ensuring a conducive environment for academic and extracurricular activities.

2.Investigating Misconduct: To investigate incidents of misconduct, indiscipline or violation of institutional rules and regulations.

3.Enforcing Institutional Rules: To enforce institutional rules, regulationsand codes of conduct, taking disciplinary action when necessary.

4.Protecting Institutional Property: To protect institutional property, resources and interests from damage, misuseor theft.

5.Promoting Responsible Behaviour: To promote responsible behaviour, respect and civility among students, facultyand staff.

6.Ensuring Fairness and Due Process: To ensure fairness, impartiality and due process in disciplinary proceedings, adhering to institutional policies and procedures.

7.Recommending Corrective Actions: To recommend corrective actions, counselling or support services to help individuals understand the impact of their actions and make amends.

Objectives of a Minority Committee

1.Promoting Inclusivity: To foster an inclusive environment that respects and values diversity, ensuring equal opportunities for minority students.

2.Supporting Minority Students: To provide support, guidance and counselling to minority students, addressing their concerns and promoting their well-being.

3.Preventing Discrimination: To prevent and address any form of discrimination, bias or harassment against minority students, faculty or staff.

4.Organizing Cultural Events: To organize cultural events, festivals and activities that promote diversity, understanding and appreciation of minority cultures.

5.Ensuring Equal Access: To ensure equal access to resources, facilities and opportunities for minority students, promoting their academic and personal growth.

6.Providing Scholarships and Aid: To facilitate scholarships, financial aid and other support services for minority students, helping them achieve their academic goals.

7.Fostering Community Engagement: To foster community engagement, outreach and partnerships that benefit minority students and promote social responsibility.