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Sexual Harassment and Internal Complaints

Prohibiting Discrimination and sexual Harassment


It is important to ensure an environment, free from discrimination and harassment, with a particular focus on prevention of sexual harassment. SGRRITS sets the goal of promoting a workplace that is free of any sexual harassment including remedial action for conduct which deems unacceptable.

Policy Prohibiting Discrimination

This policy prohibits discrimination on the basis of race, sex, gender identity/expression, religion, caste, age, creed, nationality or ethnic origin, physical, mental or sensory disability, or social status. Discriminatory harassment is one form of discrimination. Under this policy discriminatory harassment is identified as conduct towards a particular individual/individuals or group on the basis of a protected status that is significantly severe or pervasive that has purpose or effect of :-

  • Creating an intimidating hostile or offensive work or educational environment for the individual or groups.
  • Unreasonably interfering with the academic performance, living environment, personnel security or participation in any Institute sponsored activity of the individual groups.

Policy Prohibiting Sexual Harassment

Sexual harassment of individuals occurring in the place of work or study or other settings in which they may find themselves in connection with their association with the Institute is unlawful and will not be tolerated by the Institute. Further any retaliation against an individual for cooperating with an individual who has complained about sexual harassment or retaliation against individuals for cooperating with an investigation of a sexual harassment complaint is similarly unacceptable. Institute will also take appropriate steps necessary to protect individuals from retaliation. Such steps include:-

  • Action to stop retaliatory behavior.
  • Providing required security measures.
  • Help to complainant and accused by counselling.
  • The institute takes cases of sexual harassment seriously and will respond promptly to complaint and where it is determined that such inappropriate conduct has occurred prompt and appropriate corrective action as decided by sexual harassment committee will be taken.

What is determined as sexual harassment ?

  • Physical contact and advances either physical or non-physical.
  • Unsolicited telephone call; e-mails, messages with intention of sexual harassment.
  • Demand or request for any sexual favor.
  • Sexually colored remarks.
  • Showing Pornography.
  • Creating a hostile work environment i.e. by direct or implied requests by any individual for sexual favor in exchange for actual or promised benefits, such as favorable evaluation, reviews, salary increase, promotions etc.
  • Any other unwelcome sexually determined behavior, be it physical, verbal or non verbal conduct of sexual nature for example displaying sexually suggestive objects, pictures, cartoons, gestures, comments inquiring into ones sexual experience, discussion on sexual activities etc.

Preventive Actions:-

Institute will ensure reasonable steps to ensure prevention of sexual harassment. Step taken shall include :-

  • Circulate Institute policy on sexual harassment to all in the Institute.
  • Sensitize all students and employees on sexual harassment in all meetings held time to time.
  • Widely publicize that sexual harassment is a serious crime and will not be tolerated.
  • Wide publicity of sexual harassment committee for easy approach by any victim.

Committee against Sexual Harassment:

The Institute has constituted a committee against sexual harassment. Composition of the committee is as follows. (Members are changed time to time on required bases)

The committee will play a strong preventive role in ensuring a harassment free work place. At the time of admission students are provided with a handy booklet (which can be carried easily in pocket) containing details of Anti Sexual Harassment Committee members including their phone numbers etc.

On reporting of any such incident an enquiry committee will be ordered, comprising minimum of five member of the anti- sexual harassment committee. The Committee will submit their report within three days. (However, time for submission of report might depend on circumstances also and may very).

Formal way of dealing with complaint:-

  • Upon receiving a complaint, committee will note down the statements / ask statements in writing. Accordingly, an element of allegations will be drawn and sent to accused.
  • Accused will be asked to prepare a response to the statement of allegation within a given time.
  • Other evidences will be gathered/obtained in a confidential manner.
  • Verbal hearing of both the parties will be organized.
  • Statement of complaint will be recorded in the presence of accused and cross question can be done if felt necessary.
  • Committee will take testimonials relevant to enquiry.
  • Committee will ensure confidentiality during enquiry process.
  • Accused will be given fair opportunity to defend, if he fails to participate in the inquiry, the committee may conduct enquiry and decide penalty /penalties.
  • Upon completion of the enquiry both parties will be communicated of the result of that investigation.
  • Committee can decide any of the following penalty/penalties as per the severity of case.

For Staff:

  • Warning, reprimand, censure.
  • Withholding increment /increments.
  • Suspension from service for a limited period.
  • Compulsory retirement.
  • Dismissal from service.
  • Disbarment from holding a particular post/position.
  • Transfer.
  • Further, penalty awarded shall be recorded in his /her personal file.

For Student:

  • Warning or reprimand.
  • Withdrawal.
  • Rustication on attending academic activities in the Institute for decided period.
  • With holding degree/ mark sheets. Expulsion or bar on appearing in exam/any programme offered by Institute.


Provision of this policy will not restrict the power of Institute management or complainant to proceed against the alleged offender for any other misconduct or other legal remedies. Any student who feels aggrieved with the disciplinary action taken may appeal to Director for review of decision.