Universal Policy Against Sexual Harassment

BML MUNJAL UNIVERSITY POLICY AGAINST SEXUAL HARASSMENT CONTENTS Preamble CHAPTER I: GENERAL 1. Name 2. Objectives and Scope CHAPTER II: DEFINITIONS 3. General 4. Sexual Harassment 5. Gender Sensitization CHAPTER III: COMMITTEE AGAINST SEXUAL HARASSMENT (CASH) 6. Composition of CASH 7. Selection Procedure 8. Time frame for constituting CASH 9. Tenure 10. Powers, Functions and Meetings of CASH 11. Gender Sensitization and Awareness Generation CHAPTER IV: COMPLAINT MECHANISM 12. Complaint Filing Process 13. Complaint Screening Process 14. Withdrawal of Complaint 15. Complaint related Procedure 16. Formal Inquiry and Period of Completion 17. Conciliation 18. Composition of the Inquiry Committee 19. Functions, Powers and Responsibility of the Inquiry Committee 20. Communication of the Findings of the Inquiry Committee and follow-up procedures CHAPTER V: REDRESSAL 21. Guiding Principles 22. Punishments 23. Appeal 24. False Complaints/Depositions 25. Protection against Victimization -- 1 of 27 -- Founded by THE HERO GROUP CHAPTER VI: ROLE OF UNIVERSITY 26. Obligations of University Administration CHAPTER VII: AMENDMENT TO THE RULES 27. Amendment to the Rules and Procedures of CASH -- 2 of 27 -- Founded by THE HERO GROUP Preamble a) Sexual harassment has come to be widely condemned as a form of human rights violation, an infringement on life and liberty and a grave form of gender-based discrimination. Such behaviour is an affront to dignity, gender equality, and fundamental rights. b) Sexual harassment is contrary to the fundamental rights conferred on individuals under the Constitution of India. Article 15 of the Constitution of India prohibits discrimination on the grounds of religion, race, caste, sex or place of birth and Article 19(1) (g) of the Constitution of India upholds women’s right “to practice any profession, or to carry on any occupation, trade or business”. c) Sexual Harassment is an offence under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the Act). Section 2(o)of the Act defines that a “workplace” includes, “any private sector organisation or a private venture, undertaking, enterprise, institution, establishment, society, trust, non-governmental organisation, unit or service provider carrying on commercial, professional, vocational, educational, distribution or service.”. In view of...