About ICC:

The institution also adheres to the guidelines for the prevention of sexual harassment, which guide the implementation of a gender-just environment and assist students in understanding the social and cultural constructs.

In accordance with the UGC (Prevention, Prohibition, and Redressal of Sexual Harassment of Women Employees and Students in Higher Educational Institutions) Regulations, 2015, as amended by the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, and in partial modification of Office Order No. 449 dated 05.08.2016, the Internal Complaints Committee (ICC) is re-constituted as follows to deal with the complaints concerning sexual harassment at work.

Mechanism

The institution has established the ICC on 9th September, 2016 in accordance with Supreme Court guidelines, UGC guidelines, and the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. The Anti-Sexual Harassment Cell (ICC) is reconstituted to provide for the effective enforcement of the basic human rights of gender equality and guarantee against sexual harassment and abuse, as well as to provide a conducive environment on campus to all staff members/stakeholders. The committee works to prevent, prohibit, and address sexual harassment of women at the campus, as the institution has a zero tolerance policy for sexual harassment.

Objectives of the Committee:

• To prevent sexual harassment among staff, students, and other employees by promoting/fostering gender equality.
• To deal the cases of sexual harassment in a timely manner, aims at ensuring support services to the victimized, prevention and termination of the harassment.
• Recommend appropriate redress and punitive action against the guilty to the Management.
• Complying with the provisions of the Sexual Harassment at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, develop and implement a policy against sexual harassment of women at the campus.
• To protect women's rights for the prevention and redressal of sexual harassment of women.
• To develop a permanent mechanism at the institution for the prevention, prohibition, and redress of sexual harassment of women.
• To actively promote a social, physical, and psychological environment that raises awareness of and prevents acts of sexual harassment of women.
• To take all necessary and reasonable steps, including the formation of appropriate committees for gender sensitization and the investigation of sexual harassment complaints. The ICC comprises of the following members:

S. No.	Name	Designation	Nominated as
1	Dr. R. S. Vetrivel	Principal	Presiding Officer
2	Mrs S. Jagadeeswari	Assistant Professor and Head, Department of Business Administration	Staff Member
3	Mrs D. Sumathi	Assistant Professor and Head, Department of Tamil	Staff Member
4	Mrs. L. Suganthi	Assistant Professor and Head, Department of Computer Science and Applications	Staff Member
5	Mr. Rtn. S Gopinath	Trustee	NGO Member
6	K.N. Mayuri	Students	Student Members
7	S. Vijayalakshmi	Students	Student Members
8	M. Hemalatha	Students	Student Members

For Complaints, please post to the mail: internalcomplaincecommitee@sawcollege.com

Procedure (Road map for enforcing measures to curb Sexual Harassment)

Who can approach ICC for help?Any female employee (faculty, student or staff) of Sree Abiraami Arts and Science College for Women, Gudiyattam.

If you think you are harassed or being harassed, what should you do?

• Send an email to chairperson.icc@sawcollege.com
• You may refer to http://www.shebox.nic.in/
• Your complaint will be kept CONFIDENTIAL.

In relation to it, the following procedures are followed:

i) Complaint Registration Process:

An aggrieved person is required to file a written complaint within three months of the incident. If the aggrieved party is unable to submit a written complaint, the Presiding Officer or any member of the Internal Complaints Committee (ICC) may reasonably assist the person in submitting the written complaint within the time frame specified.

ii) Process of Conducting an Enquiry:

Investigation process:

The investigation will be completed within ninety days from the date of the complaint. The ICC will provide a report of its findings to the employer within ten days of the conclusion of the investigation, and such report will be made available to the concerned parties.If the allegations against the respondent are proven, it will recommend to the employer punitive actions to be taken against the respondent. The recommendation must be implemented by the employer within sixty days of receipt. What are the possible actions that can be taken against the respondent?

• Warning
• Written apology to the complainant
• Oath of good conduct
• To deduct from salary / wages of the respondent, such sum as it may consider appropriate to be paid to the aggrieved woman or to their legal heirs
• Withholding increments/promotion
• Adverse remark in the Confidential Report
• Suspension / Terminating the Respondent
• Any other relevant actions