{"id":7171,"date":"2026-10-14T12:53:39","date_gmt":"2026-10-14T07:23:39","guid":{"rendered":"https:\/\/cdcri.edu.in\/?page_id=7171"},"modified":"2026-10-14T12:53:40","modified_gmt":"2026-10-14T07:23:40","slug":"7171-2","status":"publish","type":"page","link":"https:\/\/cdcri.edu.in\/?page_id=7171","title":{"rendered":""},"content":{"rendered":"\n\n<style>\n  :root {\n    --navy: #17324d;\n    --teal: #167d83;\n    --teal-light: #e8f5f4;\n    --gold: #d6a84f;\n    --ink: #253342;\n    --muted: #627386;\n    --line: #dce5eb;\n    --paper: #ffffff;\n    --bg: #f1f5f8;\n  }\n  * { box-sizing: border-box; }\n \n  .wc-topbar { height: 8px; background: linear-gradient(90deg, var(--teal), var(--gold)); }\n  .wc-page { width: min(1120px, calc(100% - 32px)); margin: 30px auto 56px; }\n  .wc-hero {\n    position: relative; overflow: hidden; color: #fff;\n    background: linear-gradient(130deg, #142e48 0%, #1d5368 58%, #167d83 100%);\n    border-radius: 20px; padding: 42px 46px 38px;\n    box-shadow: 0 14px 35px rgba(23,50,77,.15);\n  }\n  .wc-hero:after {\n    content: \" \"; 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-webkit-print-color-adjust: exact; }\n    .wc-layout { display: block; margin-top: 14px; }\n    .wc-section { box-shadow: none; break-inside: avoid; border-radius: 0; padding: 18px; }\n    .wc-table-wrap { overflow: visible; }\n    table { min-width: 0; font-size: 9pt; }\n    th { print-color-adjust: exact; -webkit-print-color-adjust: exact; }\n    a { color: inherit; text-decoration: none; }\n  }\n<\/style>\n\n<div class=\"wc-topbar\"><\/div>\n<div class=\"wc-page\">\n  <header class=\"wc-hero\">\n    <div class=\"wc-eyebrow\">Workplace Safety \u2022 Respect \u2022 Dignity<\/div>\n    <h1>Policy on Prevention of Sexual Harassment at Workplace<\/h1>\n    <p class=\"wc-subtitle\">Constitution of Women&#8217;s Grievance Committee &amp; Internal Complaints Committee (ICC)<\/p>\n    <div class=\"wc-act\">In accordance with the POSH Act, 2013<\/div>\n    <div class=\"wc-institution\">Chhattisgarh Dental College &amp; Research Institute<\/div>\n  <\/header>\n\n  <div class=\"wc-layout\">\n    <aside class=\"wc-toc\">\n      <h2>On this page<\/h2>\n      <nav>\n        <a href=\"#s1\">1. Preamble<\/a><a href=\"#s2\">2. Objectives<\/a>\n        <a href=\"#s3\">3. Scope &amp; Applicability<\/a><a href=\"#s4\">4. Definitions<\/a>\n        <a href=\"#s5\">5. Internal Complaints Committee<\/a><a href=\"#s6\">6. Women&#8217;s Grievance Committee<\/a>\n        <a href=\"#s7\">7. Filing a Complaint<\/a><a href=\"#s8\">8. Inquiry Process<\/a>\n        <a href=\"#s9\">9. Interim Relief<\/a><a href=\"#s10\">10. Confidentiality<\/a>\n        <a href=\"#s11\">11. False or Malicious Complaints<\/a><a href=\"#s12\">12. Disciplinary Action<\/a>\n        <a href=\"#s13\">13. Annual Report<\/a><a href=\"#s14\">14. Awareness &amp; Training<\/a>\n        <a href=\"#s15\">15. Review of Policy<\/a>\n      <\/nav>\n    <\/aside>\n\n    <main>\n      <section class=\"wc-section\" id=\"s1\">\n        <h2><span class=\"wc-num\">01<\/span> Preamble<\/h2>\n        <p>Chhattisgarh Dental College &amp; Research Institute is committed to providing a safe, respectful, and dignified working environment for all its employees, staff, trainees, patients&#8217; 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 (\u201cPOSH Act\u201d) and the rules made thereunder.<\/p>\n        <p>The Organization has constituted a Women&#8217;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.<\/p>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s2\">\n        <h2><span class=\"wc-num\">02<\/span> Objectives<\/h2>\n        <ul>\n          <li>To provide a safe and harassment-free workplace for all women employees and staff.<\/li>\n          <li>To create awareness about sexual harassment and its consequences.<\/li>\n          <li>To provide a fair, time-bound, and confidential mechanism for redressal of complaints.<\/li>\n          <li>To ensure compliance with the POSH Act, 2013 and applicable local labour laws.<\/li>\n          <li>To address general workplace grievances raised by women employees beyond sexual harassment, through the Grievance Committee.<\/li>\n        <\/ul>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s3\">\n        <h2><span class=\"wc-num\">03<\/span> Scope and Applicability<\/h2>\n        <p>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.<\/p>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s4\">\n        <h2><span class=\"wc-num\">04<\/span> Definitions<\/h2>\n        <ul>\n          <li><strong>Aggrieved Woman:<\/strong> A woman, of any age, who alleges to have been subjected to sexual harassment.<\/li>\n          <li><strong>Employee:<\/strong> 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.<\/li>\n          <li><strong>Sexual Harassment:<\/strong> 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.<\/li>\n          <li><strong>Workplace:<\/strong> The Organization&#8217;s premises, any place visited by the employee for work purposes, and transportation provided for undertaking such travel.<\/li>\n        <\/ul>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s5\">\n        <h2><span class=\"wc-num\">05<\/span> Constitution of Internal Complaints Committee (ICC)<\/h2>\n        <p>In accordance with Section 4 of the POSH Act, the Organization has constituted an Internal Complaints Committee comprising the following members:<\/p>\n        <div class=\"wc-table-wrap\"><table>\n          <thead><tr><th>Name<\/th><th>Designation<\/th><th>Role<\/th><th>Contact<\/th><\/tr><\/thead>\n          <tbody>\n            <tr><td>Dr Nagarathna PJ<\/td><td>Dean, Professor &amp; Head<\/td><td>Chairperson<\/td><td class=\"wc-contact\">9986889525<\/td><\/tr>\n            <tr><td>Dr Rashmi Nair<\/td><td>Professor &amp; Head<\/td><td>Member Secretary-1<\/td><td class=\"wc-contact\">9630145664<\/td><\/tr>\n            <tr><td>Dr Meenakshi Boddun<\/td><td>Professor &amp; Head<\/td><td>Member Secretary-2<\/td><td class=\"wc-contact\">9893159092<\/td><\/tr>\n            <tr><td>Dr Shailendra Sahu<\/td><td>Professor &amp; Head<\/td><td>Member<\/td><td class=\"wc-contact\">9993860122<\/td><\/tr>\n            <tr><td>Dr Abhijjet Deoghare<\/td><td>Professor &amp; Head<\/td><td>Member<\/td><td class=\"wc-contact\">9630821579<\/td><\/tr>\n            <tr><td>Dr Tanusha Mahobia<\/td><td>Reader<\/td><td>Member<\/td><td class=\"wc-contact\">8889679680<\/td><\/tr>\n            <tr><td>Miss Priya Kankaria<\/td><td>Advocate<\/td><td>Legal Advisor\/NGO<\/td><td class=\"wc-contact\">9826666669<\/td><\/tr>\n            <tr><td>Mrs Indu Jha<\/td><td>Warden Girls Hostel<\/td><td>Member<\/td><td class=\"wc-contact\">9098762904<\/td><\/tr>\n            <tr><td>Mrs Shashi<\/td><td>Receptionist<\/td><td>Member<\/td><td class=\"wc-contact\">9770849221<\/td><\/tr>\n          <\/tbody>\n        <\/table><\/div>\n        <div class=\"wc-note\"><strong>Important note:<\/strong> At least one-half of the total members nominated shall be women, and one member must be from an NGO or association committed to the cause of women, or a person familiar with issues relating to sexual harassment, as mandated under Section 4(2) of the POSH Act.<\/div>\n        <p style=\"margin-top:14px\"><strong>Tenure of the Committee:<\/strong> Members shall hold office for a term not exceeding three (3) years from the date of their nomination.<\/p>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s6\">\n        <h2><span class=\"wc-num\">06<\/span> Constitution of Women&#8217;s Grievance Committee<\/h2>\n        <p>In addition to the ICC (which deals specifically with sexual harassment complaints), the Organization has constituted a Women&#8217;s Grievance Committee to address broader workplace concerns raised by women employees, such as working conditions, safety, equal opportunity, and other service-related grievances.<\/p>\n        <div class=\"wc-table-wrap\"><table>\n          <thead><tr><th>Name<\/th><th>Designation<\/th><th>Post<\/th><th>Contact<\/th><\/tr><\/thead>\n          <tbody>\n            <tr><td>Dr Nagarathna PJ<\/td><td>Dean, Professor &amp; Head<\/td><td>Chairperson<\/td><td class=\"wc-contact\">9986889525<\/td><\/tr>\n            <tr><td>Dr Rashmi Nair<\/td><td>Professor &amp; Head<\/td><td>Member Secretary-1<\/td><td class=\"wc-contact\">9630145664<\/td><\/tr>\n            <tr><td>Dr Meenakshi Boddun<\/td><td>Professor &amp; Head<\/td><td>Member Secretary-2<\/td><td class=\"wc-contact\">9893159092<\/td><\/tr>\n            <tr><td>Dr Tanusha Mahobia<\/td><td>Reader<\/td><td>Member<\/td><td class=\"wc-contact\">8889679680<\/td><\/tr>\n            <tr><td>Dr Neetu Maurya<\/td><td>Reader<\/td><td>Member<\/td><td class=\"wc-contact\">7898689909<\/td><\/tr>\n          <\/tbody>\n        <\/table><\/div>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s7\">\n        <h2><span class=\"wc-num\">07<\/span> Procedure for Filing a Complaint<\/h2>\n        <ol class=\"wc-steps\">\n          <li>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).<\/li>\n          <li>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.<\/li>\n          <li>The complaint may be submitted in person or by post to the designated Committee.<\/li>\n          <li>A complaint box will also be placed at reception\/OPD area for anonymous or written submissions, to be opened only by the Committee.<\/li>\n        <\/ol>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s8\">\n        <h2><span class=\"wc-num\">08<\/span> Inquiry Process<\/h2>\n        <ol class=\"wc-steps\">\n          <li>On receipt of a complaint, the ICC shall send a copy of the complaint to the respondent within seven (7) days.<\/li>\n          <li>The respondent shall file a reply along with supporting documents\/witness list within ten (10) working days.<\/li>\n          <li>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).<\/li>\n          <li>The inquiry shall be completed within ninety (90) days from the date of the complaint.<\/li>\n          <li>Both parties shall be given an opportunity to be heard and to produce witnesses\/evidence.<\/li>\n          <li>The ICC shall submit its inquiry report with recommendations to the employer within ten (10) days of completion of the inquiry.<\/li>\n          <li>The employer shall act on the recommendations within sixty (60) days.<\/li>\n        <\/ol>\n        <div class=\"wc-timeline\">\n          <div class=\"wc-time-card\"><strong>7 days<\/strong><span>Copy of complaint sent to respondent<\/span><\/div>\n          <div class=\"wc-time-card\"><strong>10 working days<\/strong><span>Respondent&#8217;s reply and supporting material<\/span><\/div>\n          <div class=\"wc-time-card\"><strong>90 days<\/strong><span>Inquiry to be completed<\/span><\/div>\n          <div class=\"wc-time-card\"><strong>60 days<\/strong><span>Employer to act on recommendations<\/span><\/div>\n        <\/div>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s9\">\n        <h2><span class=\"wc-num\">09<\/span> Interim Relief<\/h2>\n        <p>During the pendency of the inquiry, the ICC may recommend to the employer to:<\/p>\n        <ul>\n          <li>Transfer the aggrieved woman or the respondent to another workplace\/department.<\/li>\n          <li>Grant leave to the aggrieved woman up to one month, in addition to her entitled leave.<\/li>\n          <li>Restrain the respondent from supervising the work performance of the aggrieved woman.<\/li>\n        <\/ul>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s10\">\n        <h2><span class=\"wc-num\">10<\/span> Confidentiality<\/h2>\n        <p>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.<\/p>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s11\">\n        <h2><span class=\"wc-num\">11<\/span> Action Against False or Malicious Complaints<\/h2>\n        <p>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.<\/p>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s12\">\n        <h2><span class=\"wc-num\">12<\/span> Disciplinary Action<\/h2>\n        <p>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&#8217;s right to pursue criminal proceedings.<\/p>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s13\">\n        <h2><span class=\"wc-num\">13<\/span> Annual Report<\/h2>\n        <p>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.<\/p>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s14\">\n        <h2><span class=\"wc-num\">14<\/span> Awareness and Training<\/h2>\n        <ul>\n          <li>Orientation and sensitization workshops for employees are done periodically.<\/li>\n          <li>Display of this policy and the names\/contact details of the Committee members prominently at the workplace.<\/li>\n          <li>Training programs for ICC\/Grievance Committee members on handling complaints sensitively and effectively.<\/li>\n        <\/ul>\n      <\/section>\n\n      <section class=\"wc-section\" id=\"s15\">\n        <h2><span class=\"wc-num\">15<\/span> Review of Policy<\/h2>\n        <p>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.<\/p>\n      <\/section>\n    <\/main>\n  <\/div>\n  <footer>Chhattisgarh Dental College &amp; Research Institute \u00b7 Women&#8217;s Grievance Committee &amp; ICC Policy<\/footer>\n<\/div>\n<button class=\"wc-print-btn\" onclick=\"window.print()\" aria-label=\"Print or save as PDF\">Print \/ Save PDF<\/button>\n\n\n","protected":false},"excerpt":{"rendered":"<p>Workplace Safety \u2022 Respect \u2022 Dignity Policy on Prevention of Sexual Harassment at Workplace Constitution of Women&#8217;s Grievance Committee &amp; Internal Complaints Committee (ICC) In accordance with the POSH Act, 2013 Chhattisgarh Dental College &amp; Research Institute On this page 1. Preamble2. Objectives 3. Scope &amp; Applicability4. Definitions 5. Internal Complaints Committee6. Women&#8217;s Grievance Committee 7. Filing a Complaint8. Inquiry Process 9. Interim Relief10. Confidentiality 11. False or Malicious Complaints12. Disciplinary Action 13. Annual Report14. Awareness &amp; Training 15. Review of Policy 01 Preamble Chhattisgarh Dental College &amp; Research Institute is committed to providing a safe, respectful, and dignified working environment for all its employees, staff, trainees, patients&#8217; 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 (\u201cPOSH Act\u201d) and the rules made thereunder. The Organization has constituted a Women&#8217;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&#8217;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 &amp; Head Chairperson 9986889525 Dr Rashmi Nair Professor &amp; Head Member Secretary-1 9630145664 Dr Meenakshi Boddun Professor &amp; Head Member Secretary-2 9893159092 Dr Shailendra Sahu Professor &amp; Head Member 9993860122 Dr Abhijjet Deoghare Professor &amp; 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 Important note: At least one-half of the total members nominated shall be women, and one member must be from an NGO or association committed to the cause of women, or a person familiar with issues relating to sexual harassment, as mandated under Section 4(2) of the POSH Act. 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&#8217;s Grievance Committee In addition to the ICC (which deals specifically with sexual harassment complaints), the Organization has constituted a Women&#8217;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 &amp; Head Chairperson 9986889525 Dr Rashmi Nair Professor &amp; Head Member Secretary-1 9630145664 Dr Meenakshi Boddun Professor &amp; 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. 7 daysCopy of complaint sent to respondent 10 working daysRespondent&#8217;s reply and supporting material 90 daysInquiry to be completed 60 daysEmployer to act on recommendations 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&#8217;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. Chhattisgarh Dental College &amp; Research Institute \u00b7 Women&#8217;s Grievance Committee &amp; ICC Policy Print \/ Save PDF<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"_links":{"self":[{"href":"https:\/\/cdcri.edu.in\/index.php?rest_route=\/wp\/v2\/pages\/7171"}],"collection":[{"href":"https:\/\/cdcri.edu.in\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/cdcri.edu.in\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/cdcri.edu.in\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/cdcri.edu.in\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=7171"}],"version-history":[{"count":1,"href":"https:\/\/cdcri.edu.in\/index.php?rest_route=\/wp\/v2\/pages\/7171\/revisions"}],"predecessor-version":[{"id":7172,"href":"https:\/\/cdcri.edu.in\/index.php?rest_route=\/wp\/v2\/pages\/7171\/revisions\/7172"}],"wp:attachment":[{"href":"https:\/\/cdcri.edu.in\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=7171"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}