In accordance with the UGC (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Education Institutions) Regulations, 2015, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, and the All India Council for Technical Education (AICTE) Regulations, 2016, the Internal Complaints Committee (ICC) of the College is established. The ICC is responsible for addressing complaints related to sexual harassment within the college environment.
Objectives of the Internal Complaints Committee (ICC)
The ICC's primary objectives are:
Constitution of ICC
Sl No |
Name |
Position |
1 |
Dr. Saritha S |
Presiding Officer |
2 |
Dr. Tressa Michael |
Member |
3 |
Ms. Sangeetha Jamal |
Member |
4 |
Ms. Jomina John |
Member |
5 |
Ms. Kuttyamma A J |
Member |
6 |
Mr. Reji V V |
Member |
7 |
Ms. Anitha Varghese |
Member |
8 |
Mr. Milan Zacharia |
Student Vice Chairperson |
9 |
Ms. Gloriya Antony |
Student Representative |
10 |
Ms. Elsa Maria Manoj |
Student Representative |
College's Zero Tolerance Policy
The College maintains a zero tolerance policy towards sexual harassment. It is fully committed to creating and maintaining a safe and conducive work and academic environment for all students and employees. To facilitate the reporting of grievances, complaint boxes have been placed at different locations on the campus.
The College is highly vigilant in addressing issues of harassment and promoting gender sensitivity. Any female student or employee who feels aggrieved is encouraged to fearlessly approach the ICC for redressal of any sexual harassment concerns.
Filing a Complaint
A complaint can be filed via email at icc@rajagiritech.edu.in. Upon receiving a complaint, the ICC shall:
Support and Preventive Actions
The ICC will take all necessary steps to assist and support the affected individual, ensuring preventive actions are also implemented. The committee will strictly follow the procedure outlined in the UGC Regulations, 2015, and the Sexual Harassment of Women at Workplace Act to ensure the enquiry is conducted in a timely and fair manner.
Handling False Complaints
If it is found that the complaint was filed with malicious intent or that the allegations were knowingly false or misleading, the complainant will be liable for punishment under the relevant provisions of the UGC Regulations, 2015.