Policy on Prevention of Sexual Harassment at Workplace
Constitution of Women’s Grievance Committee & Internal Complaints Committee (ICC)
01 Preamble
Chhattisgarh Dental College & Research Institute is committed to providing a safe, respectful, and dignified working environment for all its employees, staff, trainees, patients’ attendants, and visitors, free from sexual harassment and any form of gender-based discrimination. This policy is framed in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”) and the rules made thereunder.
The Organization has constituted a Women’s Grievance Committee and an Internal Complaints Committee (ICC) to prevent, prohibit, and redress complaints of sexual harassment and other workplace grievances concerning women employees.
02 Objectives
- To provide a safe and harassment-free workplace for all women employees and staff.
- To create awareness about sexual harassment and its consequences.
- To provide a fair, time-bound, and confidential mechanism for redressal of complaints.
- To ensure compliance with the POSH Act, 2013 and applicable local labour laws.
- To address general workplace grievances raised by women employees beyond sexual harassment, through the Grievance Committee.
03 Scope and Applicability
This policy applies to all employees (permanent, temporary, contractual, trainees, interns), consultants, and any person engaged with the Organization, at the workplace or at any place visited in connection with work, including during work-related travel.
04 Definitions
- Aggrieved Woman: A woman, of any age, who alleges to have been subjected to sexual harassment.
- Employee: A person employed at the workplace, whether on regular, temporary, ad hoc, or daily wage basis, directly or through an agent, including a co-worker, contract worker, probationer, trainee, or intern.
- Sexual Harassment: Includes any one or more unwelcome acts or behaviour such as physical contact and advances, a demand or request for sexual favours, sexually coloured remarks, showing pornography, or any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature.
- Workplace: The Organization’s premises, any place visited by the employee for work purposes, and transportation provided for undertaking such travel.
05 Constitution of Internal Complaints Committee (ICC)
In accordance with Section 4 of the POSH Act, the Organization has constituted an Internal Complaints Committee comprising the following members:
| Name | Designation | Role | Contact |
|---|---|---|---|
| Dr Nagarathna PJ | Dean, Professor & Head | Chairperson | 9986889525 |
| Dr Rashmi Nair | Professor & Head | Member Secretary-1 | 9630145664 |
| Dr Meenakshi Boddun | Professor & Head | Member Secretary-2 | 9893159092 |
| Dr Shailendra Sahu | Professor & Head | Member | 9993860122 |
| Dr Abhijjet Deoghare | Professor & Head | Member | 9630821579 |
| Dr Tanusha Mahobia | Reader | Member | 8889679680 |
| Miss Priya Kankaria | Advocate | Legal Advisor/NGO | 9826666669 |
| Mrs Indu Jha | Warden Girls Hostel | Member | 9098762904 |
| Mrs Shashi | Receptionist | Member | 9770849221 |
Tenure of the Committee: Members shall hold office for a term not exceeding three (3) years from the date of their nomination.
06 Constitution of Women’s Grievance Committee
In addition to the ICC (which deals specifically with sexual harassment complaints), the Organization has constituted a Women’s Grievance Committee to address broader workplace concerns raised by women employees, such as working conditions, safety, equal opportunity, and other service-related grievances.
| Name | Designation | Post | Contact |
|---|---|---|---|
| Dr Nagarathna PJ | Dean, Professor & Head | Chairperson | 9986889525 |
| Dr Rashmi Nair | Professor & Head | Member Secretary-1 | 9630145664 |
| Dr Meenakshi Boddun | Professor & Head | Member Secretary-2 | 9893159092 |
| Dr Tanusha Mahobia | Reader | Member | 8889679680 |
| Dr Neetu Maurya | Reader | Member | 7898689909 |
07 Procedure for Filing a Complaint
- Any aggrieved woman may submit a written complaint to the Presiding Officer / Chairperson of the ICC within three (3) months of the date of the incident (extendable by a further three months for sufficient reasons).
- If the aggrieved woman is unable to submit the complaint in writing, the Presiding Officer or any member of the ICC shall render reasonable assistance.
- The complaint may be submitted in person or by post to the designated Committee.
- A complaint box will also be placed at reception/OPD area for anonymous or written submissions, to be opened only by the Committee.
08 Inquiry Process
- On receipt of a complaint, the ICC shall send a copy of the complaint to the respondent within seven (7) days.
- The respondent shall file a reply along with supporting documents/witness list within ten (10) working days.
- Before initiating an inquiry, the ICC may, at the request of the aggrieved woman, take steps to settle the matter through conciliation (no monetary settlement basis).
- The inquiry shall be completed within ninety (90) days from the date of the complaint.
- Both parties shall be given an opportunity to be heard and to produce witnesses/evidence.
- The ICC shall submit its inquiry report with recommendations to the employer within ten (10) days of completion of the inquiry.
- The employer shall act on the recommendations within sixty (60) days.
09 Interim Relief
During the pendency of the inquiry, the ICC may recommend to the employer to:
- Transfer the aggrieved woman or the respondent to another workplace/department.
- Grant leave to the aggrieved woman up to one month, in addition to her entitled leave.
- Restrain the respondent from supervising the work performance of the aggrieved woman.
10 Confidentiality
The identity of the aggrieved woman, respondent, witnesses, and details of the complaint, inquiry proceedings, and recommendations shall be kept strictly confidential in accordance with Section 16 of the POSH Act. Breach of confidentiality by any member of the Committee or any other person shall attract disciplinary action.
11 Action Against False or Malicious Complaints
Where the ICC concludes that a complaint was made with malicious intent or the complainant has produced false or forged evidence, appropriate disciplinary action may be recommended. A mere inability to substantiate a complaint shall not attract action under this clause.
12 Disciplinary Action
If the allegation of sexual harassment is proved, the Organization shall take disciplinary action in accordance with its service rules, which may include written warning, counselling, withholding of increment/promotion, termination of employment, or any other action deemed appropriate, without prejudice to the aggrieved woman’s right to pursue criminal proceedings.
13 Annual Report
The ICC shall prepare an Annual Report as required under Section 21 of the POSH Act, including the number of complaints received, disposed of, pending, and the number of workshops/awareness programs conducted.
14 Awareness and Training
- Orientation and sensitization workshops for employees are done periodically.
- Display of this policy and the names/contact details of the Committee members prominently at the workplace.
- Training programs for ICC/Grievance Committee members on handling complaints sensitively and effectively.
15 Review of Policy
This policy shall be reviewed periodically, and approved at least once every three (3) years, or as required by amendments to applicable law, to ensure continued compliance and effectiveness.