Internal Complaints Committee (ICC)

The Internal Complaints Committee shall follow the procedures outlined below:

1. The committee shall meet whenever a complaint is received. Complaints may be submitted to any member of the committee.
2. If the complaint lacks sufficient detail, the committee may request the complainant to submit a detailed written statement within two days or within a timeframe decided by the committee.
3. The accused person shall be directed to submit a written response to the allegations within four days or within such time as determined by the committee. Copies of written statements shall be shared with both parties.
4. The inquiry shall be conducted in accordance with the principles of natural justice, ensuring both parties are given a fair opportunity to present their case. If the respondent fails to participate, the inquiry may proceed ex parte.
5. Both parties may submit relevant documents and witnesses to support their claims. All documents submitted must be certified as true copies by the concerned party.
6. The opposing party shall have the right to challenge or cross-examine documents or witnesses presented during the proceedings.
7. The committee may conduct hearings on a day-to-day basis to record and evaluate evidence.
8. Wherever feasible, proceedings shall take place in the presence of both parties.
9. Minutes of the proceedings shall be recorded and signed by all committee members.
10. The committee shall endeavour to complete its inquiry within 15 days from the date of receipt of the complaint.
11. The findings and recommendations shall be recorded in writing and forwarded to the Vice-Chancellor/Management within five days of completion of the inquiry. If a criminal offence is identified, the committee shall mention this in its report.

Disciplinary Actions

If a prima facie case of sexual harassment is established, the committee may recommend disciplinary actions, including:

• Warning
• Written apology
• Bond of good conduct
• Adverse remarks in confidential reports
• Debarring from supervisory duties
• Denial of membership of statutory bodies
• Denial of re-employment or re-admission
• Stoppage of increments or promotions
• Demotion or reversion
• Suspension
• Dismissal from service

Any retaliation against the complainant or individuals assisting in the complaint process will be treated seriously and reported to the Vice-Chancellor/Management for appropriate action.

If a complaint is found to be intentionally false or malicious, the committee may recommend suitable disciplinary action against the complainant.

Process After Filing a Complaint

Inquiry Authority

The Internal Complaints Committee shall act as the Inquiry Authority under the CCS (Conduct) Rules, 1964, and its report shall be treated as an official inquiry report under these rules.

Conciliation

Before initiating an inquiry, and at the request of the aggrieved woman, the ICC may attempt to resolve the matter through conciliation, provided that no monetary settlement forms the basis of such conciliation.

If a settlement is reached:

• The ICC shall record the settlement.
• The settlement will be forwarded to the employer for necessary action.
• No further inquiry shall be conducted unless the settlement terms are violated.

Inquiry Process

1. If settlement conditions are not fulfilled, the ICC shall proceed with a formal inquiry or refer the matter to the police if necessary.
2. Both parties shall be provided with an opportunity to present their case and review the findings before the committee.
3. The ICC shall complete the inquiry within 90 days from the receipt of the complaint.

Interim Relief

During the inquiry process, the ICC may recommend interim measures such as:

• Transfer of the aggrieved woman to another workplace
• Grant of leave in addition to regular statutory or contractual leave

Post-Inquiry Action

Upon completion of the inquiry:

1. The committee shall submit its report to the Vice-Chancellor/Management or District Officer, who must take action within 60 days.
2. If the respondent is found guilty, disciplinary measures may include a warning, a reprimand, withholding promotion, termination of service, or other actions deemed appropriate.
3. The committee may also recommend compensation to be deducted from the salary of the offender. If payment is not made, the amount may be recovered as arrears of land revenue.

Additional Provisions

1. Conciliation may be attempted only at the request of the aggrieved woman and cannot involve monetary settlements.
2. If allegations are not proven, the committee may recommend that no action be taken.
3. The committee shall ensure that victims and witnesses are protected from victimization during the proceedings.
4. Complaints found to be frivolous, malicious, or unrelated to gender issues may attract disciplinary action.
5. Both parties shall be given a fair opportunity to present and defend their case.

Role and Responsibilities of Members of the Committee:

1. Act as the Inquiry Authority for complaints of sexual harassment and ensure timely investigation.
2. Maintain a confidential complaint register for all cases received.
3. Meet the complainant within five days of receiving the complaint.
4. Record statements of the complainant and collect supporting evidence.
5. Provide the respondent an opportunity to respond and participate in the inquiry.
6. Determine whether the complaint falls under the scope of sexual harassment and proceed accordingly.
7. Recommend disciplinary action if a complaint is found to be malicious or false.
8. Ensure that complainants and witnesses are not subjected to discrimination or victimization.
9. Conduct gender sensitization programmes and awareness initiatives for staff and students.
10. Promote awareness regarding the rights of women employees and students.
11. Maintain strict confidentiality regarding case details and proceedings.
12. Prepare and submit an annual report of the ICC activities to the employer every calendar year.