The Women’s Grievance Redressal Cell (WGRC) at United Group of Institutions has been established to “provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith or incidental there to”.

As per Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 for prevention of sexual harassment against women at the workplaces, Sexual harassment is termed as a violation of the fundamental rights of a woman to equality under Articles 14 and 15 of the Constitution of India and right to life and to live with dignity under Article 21 of the Constitution of India. Sexual harassment is also considered a violation of a right to practice any profession or to carry on any occupation, trade or business which includes a right to a safe environment free from sexual harassment.

Objectives

• To ensure and promote a healthy working environment to all female staff, students and faculty members of United Group of Institutions at it’s every institute.

• To learn, educate and collaborate on ideas that have the power to effect meaningful and positive change while fighting the odds the female staff, students and faculty members face.

• To mould potential women force in the campus to achieve thriving mile stones of success.

• Empowering women to attain emotional, physical and mental freedom to withstand the changing phase of their life.

• To enhance the self-esteem and self-confidence of women students, faculty and staff in the college.

• To ensure personality enhancement along with academic development of students.

• To promote a culture of respect and equality for female gender.

• To inculcate entrepreneurial attitude among young girls, scientists at the earliest so that they can be “job givers” rather than “job takers”.

A committee henceforth referred to as ICC (Internal Complaints Committee) has been constituted by Women’s Grievance Redressal Cell (WGRC) at United Institute of Technology in accordance to Section 29 of the Sexual Harassment of women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (14 of 2013, OM dated 21.07.2009 in F.No.11013/3/2009-Esst.(A) issued by the Department of Personnel & Training, Govt. of India and the All India Technical notification F.No. AICTE/WH/2016/01 dated 10.6.2016 and F. No. 37-3/Legal/2012 dated 25.5.2012 consisting of following, to conduct enquiry regarding harassment cases:

Rules and Procedures

Rules :

Any female staff, student and faculty member of United Institute of Technology, who feels and is being sexually harassed directly or indirectly may meet in person, call or file a complaint (hand written, typed and signed, through email) of the alleged incident to immediate supervisor or any member of the ICC Committee, as per the format with her signature preferably within 7 days of occurrence of incident and not later than 90 days. If the complaint is against supervisor or any member of the ICC Committee, then it may be made to any person in authority at the Institute.

• The complainant may feel rest assured that the complaint filed will be kept confidential

• Sexual harassment includes unwelcome sexually determined behavior (whether directly or by implication) such as:

  • Physical contact and advances

  • A demand or request for sexual favours

  • Sexually coloured remarks

  • Showing pornography

  • Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

The inquiry shall be complete within a period of ninety days from the date of the complaint.

During the pendency of an inquiry on a written request made by the aggrieved woman the ICC may recommend to the employer to transfer the aggrieved woman to any other workplace, grant leave to the aggrieved woman up to a period of three months, grant other such relief to the aggrieved woman.

On completion of the inquiry, the Internal Committee shall provide a report of its findings to the employer within a period of ten days from the date of completion of the inquiry and such report be made available to the concerned parties.

If the allegation against the respondent has been proved, it shall recommend punitive actions to be taken against the respondent to the employer, which can be further classified as minor and major penalties, as follows:

Minor Penalties:

• Written warning.

• Written apology and bond of good behaviour.

Major Penalties:

• Stopping of performance based pay awards and bonus.

• Withholding of Increments / promotion.

• Demotion.

• Suspension from job.

• Termination of service.

If you are harassed, what should you do?

• Inform to immediate supervisor or any other person in authority if the complaint is against the supervisor or WGRC-ICC.

• You can meet in person or call or file a complaint (hand-written, typed and signed, email) to the WGRC.

• You can reach us at wgrc_uit@united.edu.in.

• You can also contact the chairperson or any other members directly.

• Rest assured that your complaint will be kept CONFIDENTIAL.