SACAC Policy on Prevention of Sexual Harassment
SACAC is committed to ensuring an enabling, dignified and equitable work environment for every employee and student, and therefore has a zero tolerance policy on sexual harassment.
The primary objective of this policy is to protect students and employees, irrespective of gender and age, from any form of sexual harassment by other students, employees or third parties.
In cases where harassment is reported, this policy is aimed at ensuring fast and fair investigation to provide justice and redressal to the complainant, as well as appropriate disciplinary action against the perpetrator if harassment is proved.
Responsibilities of SACAC
Every employee and student of SACAC, regardless of role or seniority or duration, is responsible for creating and maintaining a respectful and harmonious work environment. All employees and students are therefore expected to react quickly and effectively to stop or report harassment, whether directed at themselves or at other colleagues/peers.
On its part, SACAC shall ensure a zero tolerance policy towards sexual harassment through prevention and prohibition of sexual harassment against the employees and students, and in the case of an incident provide redressal. In this manner:
(i) It shall institute an Internal Complaints Committee (ICC).
(ii) It shall publicly notify the student and faculty body about provisions against sexual harassment and ensure their wide dissemination. It will also publicise the creation and functioning of the Internal Complaints Committee such as the recourse available to them if they are victims of sexual harassment.
(iii) It shall organise training programmes or workshops for the officers, functionaries, faculty and students to sensitise them and ensure knowledge and awareness of rights, entitlements and responsibilities enshrined under The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
(iv) It shall be responsible to bring those guilty of sexual harassment against its employees and students to book and initiate all proceedings as required by law.
(v) It shall treat sexual harassment as misconduct under service rules and initiate action for misconduct if the perpetrator is an employee.
(vi) It shall treat sexual harassment as a violation of the disciplinary rules (leading up to rustication and expulsion) if the perpetrator is a student.
(vii) It shall update and revise from time-to-time the rules, regulations or any such other instrument by which the ICC shall function, as court judgments and other laws and rules will continue to revise the legal framework within which the Act is to be implemented.
(viii) The Executive Authority of SACAC will extend full support to see that the recommendations of the ICC are implemented in a timely manner. All possible institutional resources shall be given to the functioning of the ICC.
(ix) It shall act decisively against all gender based violence perpetrated against employees and students of all sexes recognizing that primarily women employees and students, and some male students, as well as students of the third gender are vulnerable to many forms of sexual harassment, humiliation and exploitation. Vulnerable groups are particularly prone to harassment and also find it more difficult to complain. Vulnerability can be socially compounded by region, class, caste, sexual orientation, minority identity, and by being differently abled. The ICC shall be sensitive to such vulnerabilities and special needs.
(x) It shall provide counselling services to the complainant under the recommendation of the ICC.
In these ways, SACAC shall reinforce its commitment to creating a campus free from discrimination, harassment, retaliation or sexual assault at all levels.