Prevention of Sexual Harassment at Workplace

• To prevent and prohibit sexual harassment at the workplace.
• To provide an effective mechanism for reporting, investigation, and redressal.
• To ensure confidentiality, fairness, and protection to both complainant and respondent.
• To promote gender equality, dignity, and respect within the ARBEI community.

This policy applies to:

• All teaching, non-teaching, contractual, part-time, and administrative staff.
• All students, interns, research scholars, and volunteers.
• Visitors, vendors, consultants, and service providers associated with the Institute.
• All ARBEI premises — including classrooms, offices, labs, libraries, buses, hostels, sports areas, and any off-campus activity officially organized by the Institute.

As defined by Section 2(n) of the POSH Act, 2013, sexual harassment includes:

• Physical contact and advances.
• Demand or request for sexual favors.
• Making sexually colored remarks.
• Showing pornography.
• Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature. Such behavior constitutes sexual harassment if it:
• Has the purpose or effect of interfering with an individual’s work or academic performance.
• Creates an intimidating, hostile, or offensive environment.

• 1. Establish and maintain an Internal Complaints Committee (ICC) as per the POSH Act.
• 2. Display this policy and ICC contact details prominently across the campus and on the official website.
• 3. Conduct awareness programs, workshops, and training sessions for staff and students.
• 4. Ensure that no employee or student faces retaliation for filing or supporting a complaint.
• 5. File an annual report on the number and nature of cases received and resolved.

Composition:

• Presiding Officer: Senior woman faculty member.
• Two Employee Members: Faculty or staff with gender sensitivity and social awareness.
• One External Member: From an NGO or association working for women’s rights.
• Student Representative(s): Included as per case relevance.

Functions:

• Receive and register complaints of sexual harassment.
• Conduct impartial and confidential inquiries.
• Recommend appropriate disciplinary action to the Principal/Management.
• Ensure proper implementation of this policy.

• The complainant must submit a written complaint to the ICC within three months of the incident.
• The ICC shall acknowledge receipt of the complaint within seven days.
• Both parties shall be heard, and evidence collected fairly.
• Inquiry shall be completed within 90 days of the complaint.
• ICC’s recommendations shall be implemented within 60 days.
• Both parties shall be informed in writing about the outcome.

• Written apology, warning, or counseling.
• Suspension or termination (in case of staff).
• Debarment or expulsion (in case of students).
• Other corrective measures deemed appropriate by the management.