Sexual Harassment

  • Anti-Sexual Harassment Cell


Helpline: 9064022308/9830154782

Sundarban Mahavidyalaya constituted an Internal Complaint Committee in compliance with UGC Guidelines on sexual harassment of women in college campus and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 of The Government of India, which is an extension of Vishakha Guideline issued by the Supreme Court in 1997. It seeks to address protection against gender discrimination and sexual harassment of women in the college campus, prevention and redressal of such complaints and for matters connected therewith or incidental thereto. Internal Complaint Committee will be responsible for the redressal of complaints made by women teachers, women non-teaching staff and girl students to ensure time-bound and completely confidential treatment of the complaints as provided in the Act.

Objective of the Vishakha Guideline:

Vishakha Guidelines or Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 ("the Act") was enacted with the objective to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matter connected therewith or incidental thereto.

The Act defines sexual harassment as unwelcome acts or behavior (whether directly or by implication) namely, physical contact and advances, a demand or request for sexual favors, making sexually colored remarks, showing pornography, any other unwelcome physical, verbal or non-verbal conduct of sexual nature. Any act of unwelcome and sexual nature shall be considered as sexual harassment. The Act also provides the circumstances under which an act may amount to sexual harassment. These are:

(i) implied or explicit promise of preferential treatment in her employment; or

(ii) implied or explicit threat of detrimental treatment in her employment ; or

(iii) implied or explicit threat about her present or future employment status; or

(iv) interference with her work or creating an intimidating or offensive or hostile work environment for her; or

(v) humiliating treatment likely to affect her health or safety.

Working Process:

  1. On receiving the complaint the committee, before initiating an inquiry, may take steps to settle the matter between her and the respondent through conciliation and when a settlement is arrived no further inquiry is conducted. If the conciliation fails or any term of the settlement arrived at has not been complied with by the respondent, the committee shall proceed further with the inquiry.
  2. The committee within 10 days after completion of the inquiry shall provide the report of its findings to the employer/District Officer and the concerned parties. When the allegation against the respondent has been proved the committee shall recommend the employer/District Officer to take action for sexual harassment as misconduct in accordance with provisions of service rules or where no such rules have been made, as prescribed in Rule 9 of the Rules and to pay such sum to the aggrieved woman as it consider appropriate, in accordance with the provisions of section 15, from the salary of the respondent. The employer/District Officer shall act upon the recommendations within 60 days.
  3. In case of filing of false or malicious complaint or false evidence the committee may recommend to the employer or District Officer to take action in accordance with the provisions of service rules or where no such service rules exist, in such manner as prescribed in Rule 10 of the Rules.
  4. An appeal can be filed against the recommendations made by the committee before the court or tribunal, within 90 days from the recommendations, in accordance with service rules and in absence of service rules, to the Appellate Authority under Section 2 of the Industrial Employment (Standing Orders) Act, 1946.
  5. There is a prohibition on publication of identity of the aggrieved woman, respondent, witnesses, contents of the complaint, inquiry proceedings or recommendations of the committee, except information regarding the justice secured to any victim of sexual harassment. In contravention of Section 16 of the Act, such person shall be liable for penalty in accordance with service rules and in absence of service rules, in accordance with Rule 12.

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Members of ICC/Vishakha Cell, Sundarban Mahavidyalaya:

  1. Dr. Suvankar Chakraborty
  2. Dr. Kalyan Gangopadhyay
  3. Dr. Basab Kumar Nath
  4. Dr. Ruksana Sultana
  5. Dr. Paramita Hazra
  6. Dr. Arunima Roychoudhuri
  7. Dr. Anwesha Sarkar
  8. Smt. Basanti Soren


            For any complaint, feel free to contact us