NIZAM COLLEGE (AUTONOMOUS)

CHAIRPERSON, ICC	CONVENOR ,ICC
Dr.Arati Jadhav Asst. Professor ,Department of Commerce Nizam College (Autonomous), O.U.	Dr. M. Radhika Asst. Professor , Department of Chemistry Nizam College (Autonomous), O.U.

Educational institutions are breeding grounds for fostering and formulating ideologies and spearheading movements that work towards the elimination of injustices including social, political, religious, economic, and gender discrimination.

The Internal Complaints Committee (ICC) is constituted in pursuance of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. As per UGC guidelines and Government of India regulations, Nizam College established a Committee Against Sexual Harassment at Workplace (CASH), which is now renamed as the Internal Complaints Committee (ICC).

The ICC looks into complaints relating to sexual harassment at the workplace. Upon receiving a complaint, the committee examines the matter with utmost sensitivity and confidentiality.

The duly constituted committee comprises senior women faculty members as Chairperson, along with women staff members, the Principal, and the Vice-Principal. Any female employee, faculty member, student, or staff member of Nizam College may approach any ICC member to lodge a complaint.

Any complaint lodged with the ICC is taken seriously and handled impartially at every stage. Initially, the committee conducts an oral enquiry to ascertain the facts. This is followed by a detailed investigation involving collection of documentary evidence, recording statements of witnesses, including the complainant, and preparation of a formal report.

The ICC submits its enquiry report to the Principal, who decides the future course of action depending upon the nature and gravity of the case.

In accordance with the UGC Regulations 2015 and the Sexual Harassment Act, the ICC acts upon complaints in a time-bound manner. However, if allegations are found to be baseless or malicious, the complainant may also be held liable for disciplinary action.

"Sexual harassment" includes any unwelcome sexually inclined behaviour, whether directly or indirectly, such as:

• Physical contact and advances
• Demand or request for sexual favours
• Sexually coloured remarks
• Showing pornography
• Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature

If the enquiry establishes the allegations to be true, the following actions may be taken against the offender depending upon the severity of the misconduct:

• Warning
• Written apology
• Bond of good behaviour
• Adverse remark in the Confidential Report
• Stoppage of increments or promotion
• Suspension
• Dismissal
• Any other relevant action depending upon the nature of the case