In pursuance of guidelines issued by Supreme Court, UGC and as per the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013, Anti-Sexual Harassment Cell (Internal Complaints Committee) named “ Samskruthi ” is reconstituted to provide for the effective enforcement of the basic human rights of gender equality and guarantee against sexual harassment and abuse, and to provide conducive atmosphere in the campus, to all the staff members, employees and students of BMSCL.
To prevent sexual harassment by promoting gender amity among staff, students and other employees.
To deal with cases of sexual harassment in a time bound manner, aiming at ensuring support services to the victimized, prevention and termination of the harassment.
Recommend appropriate redressal and punitive action against the guilty to the Management.
Behaviours that may constitute harassment are:
The following is also sexual harassment and is covered by the committee:
|1||Dr. Anitha D’Souza||Principal, Chairperson||9449721194|
|2||Dr. Sujatha S||Dean (3 Years LL.B,) Member||9481486779|
|3||Dr. Anjina Reddy||Dean (5Years BA LL.B. and B.Com. LL.B.) Member||9480490479|
|4||Sri. Vijay Hassia||Administrative Officer, Member||9343795545|
|5||Sri. Vishweshwara Rao||Superintendent, Member||8880669699|
|6||Smt. Radha||Second Division Clerk, Member||7899275844|
|7||Smt. D Mala||Chief Librarian, Member||8095219464|
|8||Smt. Roopa S.M||External Member||98864644928|
|9||Ms. Minerva Venkatesh||IX Semester, BA LL.B. (5years), Student Member||-|
|10||Sri. Harshith V.||IX Semester, BA LL.B. (5years) , Student Member||-|
|11||Sri. Vikas Nagaiah||V Semester, LL.B. (3 years), Student Member||-|
|12||Ms. Shruthi D.||V Semester, LL.B. (3 years), Student Member||-|
A complaint of sexual harassment may be lodged by the victim, in writing, addressed to the Coordinator or any member of the Committee.
The Committee shall meet as and when any complaint is received by it. Complaint may be received by any member of the committee.
The Committee may direct the complainant to prepare and submit a detailed statement of incidents if the written complaint lacks exactness and required particulars, within a period of five (5) days from such direction or such other time period that the Committee may decide.
The Committee shall direct the accused student/employee(s) to prepare and submit a written response to the complaint / allegations within a period of five (5) days from such direction or such other time period as the Committee may decide.
Each party shall be provided with a copy of the written statement(s) submitted by the other.
The Committee shall conduct the proceedings in accordance with the principles of natural justice. It shall allow both parties reasonable opportunity of presenting their case. However, should the accused choose not to participate in the proceedings, the Committee shall continue ex parte.
The Committee shall allow both parties to produce relevant documents and witnesses to support their case. Documents produced by either party shall be affixed with that party’s signature to certify the document as original / true copy.
The party against whom the document / witness is produced shall be entitled to challenge / cross-examine the same.
The Committee shall sit on a day-to-day basis to record and consider the evidence produced by both parties.
As far as practicable, all proceedings of the Committee shall take place in the presence of both parties.
Minutes of all proceedings of the Committee shall be prepared and duly signed by the members of the Committee.
The Committee shall make all endeavour to complete its proceedings within a period of fifteen (15) days from the date of receipt of complaint.
The Committee shall record its findings in writing supported with reasons and shall forward the same with its recommendations, to the Principal/Management, within a period of seven (7) days from completion of the proceedings before it. In case the Committee finds that the facts disclose the commission of a criminal offence by the accused person, this shall be specifically mentioned in the Committee’s report.
If, in the course of the proceedings before it, the Committee is satisfied that a prima facie case of sexual harassment is made out against the accused employee(s)/student and that there is any chance of the recurrence of any such action, or that it is required to do so in the interests of justice, it may, on the request of the complainant or otherwise, disciplinary action could be initiated in the form of: