Dr. Ripin Kholi
Women Cell In-Charge
To keep college environment free from any type of gender based discrimination and sexual harassment, direct or indirect, to the women work force and girl students. To oversee and supervise appropriate mechanism to stall any such activities towards the women staff and students. To organize awareness raising activities and programmers to sensitize all the work force and students about this important issue. This cell functions as the internal complaints committee as required by the “Sexual Harassment of Women at Work place (prevention, prohibition and redressed) Act 2013.” As per this Act of 2013 the following are to be considered as “sexual harassment”: Any unwelcome act or behaviour, namely:
- Physical contacts and advances
- A demand or request for sexual favours
- Making sexually coloured remarks
- Showing or displaying of pornography material
- Any other unwelcome physical, verbal or non-verbal conduct of sexual nature
The following circumstances, if present in relation to the act of behavior of harassment will also amount to sexual harassment:
- Implied or explicit promise of preferential treatment in employment
- Implied or explicit threat of detrimental treatment
- Implied or explicit threat about her present or future employment status
- Interference with her work or creating offensive or hostile work environment
- Humiliating treatment likely to affect her health or safety
In addition to above, following points will also be considered as creating a hostile work environment:
- Pressure for discussing/meeting at some particular place and timings that makes an individual feel uncomfortable.
- Making offensive remarks about body parts
- Touching or staring in a way that may make an individual feel uncomfortable
- Telling sexual jokes, hanging sexual posters.
- Using racially derogatory words, phrases, epithets
- Demonstrations of a racial or ethnic nature such as the use of gestures, pictures or drawing which would offend a particular racial or ethnic group
- Comments about an individual’s skin color or other racial/ethnic characteristics
- Negative comments about an employee’s religious beliefs
- Negative stereotypes regarding an employee’s birthplace or ancestry
Procedure to lodge a Complaint: The complaints with reference to any of the above points can be made to the Women Cell / ICC by female staff and students in the following manner:
- The female staff/student can make a complaint in writing to the ICC within a period of 3 months from the date of the incident.
- The complainant should clearly mention her identity i.e. Name, Department, and office premises/ place to ensure quick and fruitful results and to solve the problems in a positive way.
- The committee will keep these details strictly confidential and no member of the committee will discuss them outside.
- The committee also ensures to take action as per the ” Sexual Harassment of Women at Workplace (prevention, prohibition and redressed) Act 2013.”
6.Ms. Balbir KaurNon Teaching Member80548-30477
| S.No | Name of the Person | Designation | Contact Number |
|---|---|---|---|
| 1. | Dr. Ruchi Handa HOD, Diploma Wing | Convener | 98559-46622 |
| 2. | Dr. Mohinder Sangeeta, Dean Academics(Non-AICTE) | Grievance Redressal Committee Chair Person | 81466-85946 |
| 3. | Ms. Sudesh Nanda | Anti Ragging Committee Civil Representative | 98785-60521 |
| 4. | Dr. G.S. Grewal | Anti Ragging Committee Faculty Representative | 78147-47373 |
| 5. | Dr. Maalti Puri | IQAC Coordinator | 88470-35938 |
| 7. | Mr. Rakesh Sharma | Non Teaching Member | 80548-30477 |
| 8. | Mr. Dinesh Kumar Shangari, Supervising Engineer in PWD | External Member | 97791-80041 |
| 9. | Mrs. Harleen Kaur | NGO/Advocate | 98156-97791 |
| 10. | Priya, CSE 3rd Sem | Student Representative | 63024-30362 |
| 11. | Amritpal Singh, CSE 7th Sem | Student Representative | 62831-04223 |
| 12. | Parveen Kumar, CE 3rd sem | Student Representive | 62077-14633 |
| 13. | Dheeraj Kumar ECE 3rd Sem | Student Representative | 62995-00825 |
In pursuance of UGC (Preventation, prohibition and redressal of sexual harassment of women emoloyees and students in higher educational institutions) Regulations, 2015 read with Sexual Harassment of Women at Workplace (Preventation, prohibition and redressal) Act, 2013, the Internal Complaints Committee(ICC) of Khalsa College of Engineering & Technology, Amritsar is constituted:
- To deal with the complaints relating to Sexual harrassment at workplace, hostel
- Ro spread awareness about gender-related issues and functioning of the Gender Sensitisation Committee against Sexual Harasment
The College has a zero tolerance policy towards sexual harasment and is proactively committed to provide a safe conducive work and academic environment to students & employees. We at Khalsa College of Engineering & Tecnology are extremely alert to matters pertaining to any kind of harassment & gender sensitivity. Any female aggrieved in this matter may fearlessy approach the convener of the committee against sexual harassment.
Gender Sensitisation Committee against Sexual Harassment Guidelines are in complaince with
- Ministry of Human Resource Development, University Grant Commission Notification 2016
- University Graint Commission (Preventation, prohibition and redressal of sexual harassment of women emoloyees and students in higher educational institutions) Regulations, 2015
- UGC guidelines for ensuring gender neutrality,2016
- Ministry of women and child Development Guidelines for Gender Champions in Educational Institutions,2016
- Short title, application and commencement- These regulations may be called Preventation, prohibition and redressal of sexual harassment of women employees and students in higher educational institutions) Regulations, 2015
- Definitions- In these regulations, unless thecontext otherwise requires
(a)Aggrieved women/men/Tg means in relation to workplace, a women/men/TG of any age whether employed or not, who alleges to have been subjected to any of sexual harassment by the repondent.
(b) “Commission” means the university Grants Commission established under section of the University Grants Commission Act,1956(3 of 1956);
(c) “covered individuals” are persons who have engaged in protected activity such as filing sexual harassment charge, or who are closely associated with an individual who has engagged in protected activity and such person can be an employee or e fellow student or guardian of the offended person;
(f) “employee” means a person as defined in the act and also includes, for the purpose of these Regulations treneemnapprentice (or called n by any one on the name), inters, volunteers, teacher assistants, wheather employed or not, including those involved in field studies, projects, short visits and camps;
(g) “‘proted activity” includes resonable opposition to a practice believed to violate sexual harassement laws on behalf of onrself or others such as participation in sexual harassment proceedings, cooperating with an internal investigation or alleged sexual harassment practices or acting as a witness in an investigation by an outside agency or in litigation
(h) “sexual harassement” means- An unwanted conduct with seual undertones if it occours or which is persistant and which demeans, humiliates or creates a hostile and intimidating environment or is calculated to induce submission by actual or threatened adverse consequences and includes any one or more or all of the following unwelcome acts or behaviour (whether directly or by implication), namely:-
a) Any unwelcome physical, verbal or non verbal conduct of sexual nature;
b) Demand or request for sexual favors;
c) Making sexually colored remarks;
d) Physical contact and advances; or
e) Showing pornography”
(ii) any one (or more than one or all of the following circumstances, if it occours or is present in relation on connected with any behavior that has explicit or implicit sexual undertones.
(a) implied or explicit promise of preferential treatment as quid pro quo sexual favours;
(b) implied or explicit promise threat of detrimental treatment in the conduct of work;
(c) implied or explicit threat about the present or future status of the person concerned;
(d) creating an intimidating offensive or hostile learning environment;
(e) humiliating treatments likely to affect the health, sagety diginty or physical integrity of person concerned;
(l) “students means a person duly admitted and perusing a progremme of study either through regular mode or distance mode, including short-term training progremmers in Central University of jammu campus, although not yet admitted, shall be treated for the purposes of these regulations, as a student of the KCET, where any incident of sexual harasmment taken place against such student; Provided that a student who is participant of any of the activities in Centrak University of Jammu otherbthan the Central University of Jammuwhere such student is enrolled shal be treated, for the purpose of these regulations, as a student of that Central University of Jammu where any incident of sexual Harassement taken place against such student;
(m)”Third party harassment” refers to a situation where sexual harassment occurs as a result of an act or oission by any third party or outsider, who is not an employee or a student of the Central University of Jammu in some other capacity or for some other purpose or reson;
(n) ” Victimisation”, means any unfavourable treatment meted out to a person with an impict or explicit intention to obtain sexual favour”.
