DOCUMENT CONTROL AND INDEX

TABLE OF CONTENTS

INTRODUCTION, PURPOSE AND SCOPE

1. INTRODUCTION

Vel Tech High Tech Dr.Rangarajan Dr.Sakunthala Engineering College recognises that posh is essential to institutional quality, accountability and stakeholder confidence. This policy establishes a structured framework to prevent sexual harassment, provide a safe and dignified workplace/learning environment, and ensure confidential, fair and timely redressal in accordance with applicable law.

2. PURPOSE

To prevent sexual harassment, provide a safe and dignified workplace/learning environment, and ensure confidential, fair and timely redressal in accordance with applicable law.

3. SCOPE

Employees, students, interns, visitors, vendors and other persons at the workplace, including institutional transport, events, travel, digital communication and locations connected with institutional work.

OBJECTIVES

4. OBJECTIVES

• Create awareness and prevent sexual harassment.
• Provide accessible reporting and support channels.
• Constitute and enable the Internal Committee as required.
• Ensure confidentiality, natural justice and protection from retaliation.
• Implement recommendations and preventive actions.

POLICY FRAMEWORK

5. GUIDING PRINCIPLES

1. Sexual harassment is prohibited and shall not be normalized or ignored.
2. Every complaint shall be treated seriously, sensitively and without prejudgment.
3. Confidentiality shall be maintained as required by law.
4. Both complainant and respondent shall receive a fair opportunity to present their case.
5. Retaliation, intimidation or victimization related to a complaint is prohibited.

6. GENERAL POLICY COMMITMENT

The Institution shall implement this policy through approved roles, adequate resources, documented procedures, transparent communication and measurable review. Decisions and exceptions shall be recorded and authorized by the competent authority.

POLICY PROVISIONS

7.1 IMPLEMENTATION REQUIREMENTS

1. The Institution shall constitute an Internal Committee with composition and tenure as prescribed by applicable law.
2. Names and contact details of committee members and reporting channels shall be displayed and communicated.
3. A person seeking assistance may approach the Committee directly or through an authorized support person/channel.
4. The Committee shall explain available options, support measures and the inquiry process without coercion.
5. Complaints and inquiries shall be handled within statutory timelines, subject to legally permissible extension or process requirements.

POLICY PROVISIONS — CONTINUED

7.2 IMPLEMENTATION REQUIREMENTS

6. Interim measures may be recommended to protect safety, participation and fairness without treating them as a finding of guilt.
7. Conciliation, where legally permissible and requested, shall not be based on monetary settlement.
8. The inquiry shall be impartial, evidence-based and documented, with opportunity to respond.
9. The competent authority shall act on the Committee's recommendations as required by law.
10. Annual awareness, reporting and compliance obligations shall be completed while protecting identities and confidential details.

ROLES AND RESPONSIBILITIES

8. ROLES AND RESPONSIBILITIES

• Management/Employer constitutes and supports the Internal Committee and implements lawful recommendations.
• Internal Committee receives complaints, provides information, conducts proceedings and submits reports.
• HODs/supervisors refer concerns without conducting unauthorized parallel inquiries.
• All persons cooperate, preserve evidence and maintain confidentiality.
• Support services assist with safety, counselling, medical or legal referral where appropriate.

IMPLEMENTATION PROCEDURE

9. IMPLEMENTATION PROCEDURE

1. Receive complaint/request for assistance.
2. Assess safety, jurisdiction, limitation and support needs.
3. Provide notice and conduct conciliation/inquiry as legally applicable.
4. Evaluate evidence with fair opportunity to both parties.
5. Submit findings and recommendations to competent authority.
6. Implement action, communicate outcome as permitted and monitor non-retaliation.

RECORDS AND COMPLIANCE

10. RECORDS AND EVIDENCE

• Internal Committee constitution and training
• Complaints and proceedings in secure custody
• Notices, evidence and inquiry reports
• Action-taken and compliance reports
• Awareness programme records

11. MONITORING INDICATORS

• Committee constitution and training compliance
• Awareness coverage
• Timely handling of complaints
• Implementation of recommendations
• Preventive-action and climate feedback

12. CONFIDENTIALITY, RETENTION AND ACCESS

Records shall be accurate, retrievable and protected against unauthorized alteration, disclosure or destruction. Access shall be role-based and limited to legitimate institutional need. Retention and disposal shall follow the approved schedule and applicable requirements.

13. NON-COMPLIANCE

Non-compliance may result in corrective action, withdrawal of access or benefit, recovery of loss, disciplinary action, referral to a statutory body or other proportionate action after due process.

REVIEW AND APPROVAL

14. REVIEW AND AMENDMENT

The policy owner shall review this document at the stated cycle or earlier due to changes in law, regulation, institutional structure, technology, risk, audit findings or stakeholder requirements. Amendments shall take effect only after approval and version control.

15. REFERENCES

• The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and applicable Rules
• Applicable UGC/regulatory requirements and institutional code of conduct

16. APPROVAL AND SIGNATURES

This is a controlled institutional document. Printed copies are uncontrolled unless specifically stamped and issued by the authorized office.