Objectives of ICC
- To create zero tolerance policy towards sexual harassment
- To create a campus free from discrimination, harassment, retaliation or sexual assault at all levels
- To create awareness about what constitutes sexual harassment including hostile environment harassment and quid pro quo harassment
- To inform employees and students of the recourse available to them if they are victims of sexual harassment
Responsibilities of ICC
- To provide assistance to file a complaint with police
- To provide mechanisms of disputes redressal and dialogue to anticipate and address issues through just and fair conciliation.
- To provide safety of complainant
- To ensure that victims or witnesses are not victimized
- To ensure prohibition of retaliation or adverse action against a covered individual
Dr Moirangthem Roshini
Presiding Officer, Ph: 9856317429 roshini_m@mtu.ac.in
Yengkhom Chandrika Devi
Member, Ph: 9774429136 chandrika_y@mtu.ac.in
Kosygin Leishangthem
Member, Ph: 7005586947 kosygin_l@mtu.ac.in
Rajkumari Victoria Devi
Member, Ph: 7005856844 victoria_rk@mtu.ac.in
Singam Nganthoi Meitei
Member, Ph: 8575373536 nganthoi@mtu.ac.in
Nonibala Narengbam
External Member, Ph: 9436036441 nonibal@yahoo.com
Kh. Malemleima Chanu
Member, Ph: 7085557206 malemleima.kh24@mtu.ac.in
Sanjukta Naorem
Member, Ph:9863160525 sanjukta_n22@mtu.ac.in
Angom Sunibala
Member, Ph: 7085343356 sunibala_a23@mtu.ac.in
Sexual Harassment Meaning
- Unwelcome jokes, comments, or gestures of a sexual nature
- Displaying offensive sexual or suggestive pictures or objects
- Unwanted flirting, sexual advances or propositions
- Suggestive or obscene letters, notes, invitations, emails or messages
- Inappropriate or unwanted touching or blocking or impeding movements
- Promising employment benefits for sex
It Also Includes
- Implied or explicit promise of preferential treatment for sexual favours
- Implied or explicit threat of detrimental treatment in the conduct of work
- Implied or explicit threat about the present or future status of the person concerned
- Creating an intimidating offensive or hostile learning environment
- Humiliating treatment likely to affect the health , safety dignity or physical integrity of person concerned.
Process of making complaint of sexual harassment
| Aggrieved person to submit written complaint to ICC from date of incident. | Within 3 months |
| Respondent will be receiving a receipt of the complaint | Within 7 days |
| Respondent shall file his or her reply with the list of documents and names and addresses of witnesses | Within 10 days |
| Inquiry has to be completed | Within 90 days |
| Submission of final report to Executive Authority | Within 10 days |
| Executive Authority of the HEI shall act on the recommendations of the committee from receipt of the inquiry report | Within 30 days |
Punishment
| Employee | Found guilty of sexual harassment shall be punished in accordance with the service rules of HEI |
| Students |
Depending upon severity: 1.Withold privileges of the student such as access to the library, auditoria, halls of residence, transportation , scholarships , allowances and identity card. 2.Suspend or restrict entry into the campus for a specific period 3.Expel and strike off name from the rolls of the institution, including denial of readmission , of the offence so warrants. 4. Award reformative punishments like mandatory counselling and or performance of community services. |
Compensation
- The compensation payable shall be determined on the basis of:
1.Mental trauma, pain, suffering and distress caused to the aggrieved person.
2.The loss of career opportunity due to the incident of sexual harassment
3.The medical expenses incurred by the victim
4.The income and status of the alleged perpetrator and victim
5.The feasibility of such payment in lump sum or in instalments.