Anti-Sexual Harassment

DEFINITIONS

• ”Aggrieved woman’‘ means a woman, of any age whether employed or not, who alleges to have been subjected to any act of sexual harassment by the respondent.
• “Employee” means a person employed at a workplace for any work on regular, temporary, ad hoc or daily wage basis, either directly or through an agent, including a contractor, with or, without the knowledge of the principal employer, whether for remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied and includes a co-worker, a contract worker, probationer, trainee, apprentice or called by any other such name.
• “Employer” means any person responsible for the management, supervision and control of the workplace
• ”Respondent” means a person against whom the aggrieved woman has made a complaint.
• “Workplace” includes any place visited by the Employee arising out of or during the course of employment including transportation provided by the employer for undertaking such journey.

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As per the Supreme Court Judgment and guidelines issued in 1997 to prohibit, prevent, guarantee against sexual harassment and abuse against sexual harassment at work places. University Grants Commission (UGC) has issued circulars since 1998, to all the universities, advising them to establish a permanent cell and a committee and to develop guidelines to combat sexual harassment, violence against women and ragging in colleges and universities.

Keeping the above guidelines in mind Vivekananda Institute of Technology has constituted a Committee against Sexual Harassment. 

• To combat sexual harassment and provide a platform for redressal of complaints and grievances against sexual harassment.
• To develop guidelines and norms for policies against sexual harassment
• To work out details for the implementation these policies.
• To deal with cases of discrimination and sexual harassment in a time bound manner, aiming at ensuring support services to the victimized.
• A written complaint is required to be taken from the aggrieved person, necessary action to be taken, preferably to settle the matter through counseling and conciliation as soon as possible. 

• Physical contact and advances.
• A demand or request for sexual favours.
• Showing of pornography.
• Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

• Eve-teasing.
• Jokes causing or likely to cause awkwardness or embarrassment.
• Gender based insults or sexist remarks.
• Unwelcome sexual overtone in any manner such as over telephone (obnoxious telephone calls) and the like.
• Touching or brushing against any part of the body.
• Displaying of pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings.
• Forcible physical touch or molestation.
• Physical confinement against one’s will and any other act likely to violate one’s privacy.