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Anti-Sexual Harassment Cell

Gender equality is a task in progress – not something that has been achieved anywhere on this planet

College drew up an anti harassment policy to ensure equal right for all women staff and girls of the college. An initiative drawn up by the authority as a mark of responsibility it shoulders towards women at work place. It is the duty of the authority to convince 100% security and justice within the campus to eke out maximum output and efficiency from the work force.
Our college is a woman's college, but not a ladies club altogether. The authority conceived the idea of setting up a gender sensitizing and anti harassment cell, conforming to the Vishaka Guidelines announced by the Supreme Court of India. The plan was finalized and on Dec 6th 2012 the college authority drew up an anti sexual harassment policy for the college.


1) No sexual harassment would be tolerated in the college campus.
2) Any complaint lodged by the students or any teacher shall be dealt with promptly by the complain cell comprising of at least 50% of ladies of the college.
3) All complaints and measures taken against alleged shall be in accordance to the constitution of India and Visakha Guidelines of Supreme Court.
4) All staff male and female should be properly dressed till the college closes down for the day. Remember half dressed presence before females tantamount to sexual harassment and could face penalty if booked.

We jointly resolve to maintain the safety, security and equal right within the campus

In pursuance of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 and the Rules framed there under, the Institute hereby adopts the following procedure for determining complaints filed to the Internal Complaints Committee (ICC) constituted under the Act. The procedure complies with the basic principles of natural justice and fair play.
1. Any aggrieved woman may make, in writing, a complaint of sexual harassment at work place to the ICC, within a period of three months from the date of incident and in case of a series of incidents, within a period of three months from the date of last incident. 6 copies of a written complaint should be submitted to the Committee or any of its members along with list of witnesses and supporting documents. Additional documents and list of witnesses may be submitted to ICC at a later stage during the proceeding. In cases where such complaint cannot be made in writing, the Presiding Officer or any other member of the ICC shall render all reasonable assistance to the woman for making the complaint in writing. Provided further that the ICC for the reasons to be recorded in writing, can extend the time limit not exceeding three months, if it is satisfied that the circumstances were such which prevented the woman from filing a complaint within the said period.
2. Any complaint received by the members should be immediately forwarded to the Presiding Officer, and this must be notified to other committee members at the earliest and not later than 3 days; thereafter a meeting should be called for discussing the matter.
3. The Committee shall discuss and decide on its jurisdiction to deal with the case or reject the complaint prima facie and recommend to the Institute accordingly on action or no action to be taken in the matter.
4. Notice shall be issued to the respondent within 7 working days of receipt of the complaint and 10 working days shall be given for submission of reply (along with the list of witnesses and documents.)
5. The Committee will provide assistance to the aggrieved woman, if she so chooses, to file a police complaint in relation to an offence under Indian Penal Code.
6. The Committee may, before initiating an inquiry, at the request of the aggrieved woman, take steps to settle the matter between her and the respondent through conciliation.
7. No monetary settlement shall be made as the basis of conciliation. Where a settlement has been arrived at, the ICC shall record the settlement so arrived and forward the same to the employer for necessary compliance.
8. The Presiding Officer shall convene the first hearing of the enquiry. The respondent, the aggrieved woman, and the witnesses shall be intimated at least 7 working days in advance in writing of the date, time and venue of the enquiry proceedings. The subsequent proceedings may be on a day to day basis, to be decided by ICC.
9. The Committee shall provide reasonable opportunity to the aggrieved woman and the respondent for presenting and defending her/his case.
10. The Committee may at any time during the enquiry proceedings, preclude the face-toface examination of the respondent and the aggrieved woman and/or their witnesses keeping in view the need to protect the aggrieved woman or the witnesses from facing any serious health and/or safety problems.
11. The Committee may call any person to appear as a witness if it is of the opinion that it shall be in the interest of justice. The aggrieved woman/respondent has to submit the written reply before the committee within the specified time given.
12. The Committee shall have the right to summon, as many times as required, the respondent, aggrieved woman and/or any witnesses for the purpose of supplementary testimony and/or clarifications.
13. The Committee shall have the power to summon any official papers or documents pertaining to the aggrieved woman as well as the respondent.
14. All proceedings of the ICC shall be recorded in writing. The record of the proceedings and the statement of witnesses shall be endorsed by the persons concerned as well as the committee members present in token of authenticity thereof. In case the minutes cannot be reduced in writing the same day, as audio recording of the proceedings may be made, and the written proceedings will be authenticated on a next available opportunity.
15. If the aggrieved woman desires to tender any documents by way of evidence, the Committee can supply true copies of such documents to the respondent. Similarly, if the respondent desires to tender any documents as evidence, the Committee shall supply true copies of such documents to the aggrieved woman.
16. In the event the Committee finds that the allegation(s) against the respondent have been proved, it shall recommend the nature of action to be taken by the Institute. The following actions may be recommended :
A written apology
b. Warning
c. Reprimand or censure
d. Withholding of promotion
e. Withholding of pay rise or increments
f. Undergoing a counseling session
g. Carrying out of community service
h. Terminating the respondent from service
i. Any other punishment according to the service rules applicable to the respondent
17. When the Committee arrives at the conclusion that the allegation against the respondent is malicious or the aggrieved women or any other person making the complaint has made the complaint knowing it to be false or the aggrieved women or any other person making the complaint has produced any forged or misleading document, it may recommend to the Institute to take action against such falsification.
18. Nothing precludes the Institute authority from taking cognizance of any new fact or evidence which may arise or be brought before it during the pendency of the inquiry proceedings or even after the communication of the findings to appropriate Institute authorities.
19. If the allegation(s) is/are proved against the respondent, the Committee may direct the Institute to ensure the payment of compensation to the aggrieved woman by the respondent. The determination of compensation to the aggrieved woman shall be decided based on the following facts :
i. The mental trauma, pain, suffering and emotional distress caused to the aggrieved woman.
ii. The loss of career opportunity due to the incident of sexual harassment.
iii. Medical expenses incurred by the victim for physical or psychiatric treatment.
iv. The income and financial status of the respondent.
v. Feasibility of such payment in lump sum or in installments.

We have recently constituted Internal Complaints Committee to address issues related to sexual harassment of women at workplace. The committee consists of following members :

Sl No.
Name of the Member Designation
Dr. Soma Ghosh Presiding Officer (Principal)

Our motto: Think human, Act human and Be a Human.