The Government of India has notified the Sexual Harassment of Women at the Workplace (Prevention, Prohibition Redressal) Act, 2013 (“Act”) and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013 (“Rules”). Both the Act and the Rules have come into force with effect from December 9, 2013. The Act and the Rules were both drawn up and passed in furtherance to the guidelines as laid down by the Supreme Court of India in the matter of Vishaka v. State of Rajasthan, to ensure that women, in particular, are protected against Sexual Harassment at all work places, be it in public or private and to create work environments that recognizes right to gender equality, life and liberty and equality in working conditions everywhere.
B.M.S. College of Law is an equal opportunity employment institution without regard to race, caste, religion, colour, marital status, sex, age, nationality, disability of its staff. The institution also believes that all employees of the Institution have the right to be treated with dignity. The institution believes that Sexual Harassment in any form at workplace is a grave offence. The institution holds the responsibility to identify and prevent Sexual Harassment and to develop a culture of “zero tolerance” for any form of Sexual Harassment at the Workplace. The institution will respond promptly to reports of Sexual Harassment and will take prompt and appropriate steps to take cognizance of acts/behavior that violates this Policy and if necessary, facilitate legal action. .
Anti-Sexual Harassment Committee (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. .
This Anti-Sexual Harassment Policy gives effect to the legal provisions contained in the Act and the Rules relating to protection against Sexual Harassment at Workplace and for establishing the necessary mechanisms for redressal of complaints of Sexual Harassment and for matters connected therewith or incidental thereto.
On this day, the 1st August, 2017, I declare that this policy on Anti-Sexual Harassment Committee is formally adopted for use. The Policy will remain in force from this day until it is amended or replaced by another Policy following the relevant procedures said down herein for such purpose.
In testimony of this declaration I place my signature and the official seal of the College.
This Policy can be amended for the purpose of changing the composition either by reducing or increasing the membership, grounds for terminating the members etc.. By incorporating a statement as to why the amendment is required to be made to the Policy and the same has to be approved by majority of the members of the Committee. The Principal will then take necessary steps for such a replacement.
The committee will have complete autonomy in the performance of their tasks. In order to improve the work efficiency of the committee, the Principal will make allocations of clerical, infrastructural and supporting staff assistance if and whenever required by the committees.
Behaviors that may constitute harassment are: .
The following is also sexual harassment and is covered by the committee: .
The quorum of the afore-said meeting shall be not less than 2/3 rd of the members required to be present for the meeting. .
A complaint of sexual harassment may be lodged by the victim, in writing, addressed to the Coordinator or any member of the Committee. Any aggrieved person may make, in writing, a complaint of sexual harassment at workplace to the Committee giving details of the sexual harassment meted out to her/him within a period of 3 months from the date of incident and in case of a series of incidents, within a period of 3 months from the date of last incident.