• The Honorable Supreme Court in the case of Vishaka and Others Vs State of Rajasthan and Others (JT1997 (7) SC 384), has laid down guidelines and norms to be observed to prevent sexual harassment of working women. These are ingrained in the Government of India CCS Conduct Rules [Rule 3 (1) (iii)] in the light of misconduct which attracts appropriate disciplinary action at work place and where ever such conduct amounts to a specific offence under IPC the concerned authorities can initiate appropriate action under the law. Being a private academic institution GRIET is also within the purview of the law and its jurisdiction as UGC in its notification F.No.14-4/ 2012 (CPP-II) of December 2012 has formulated regulations in the letter (Para 1.1 and 1.2, which also applies to institutions recognized under Clause (f) of Section 2 of UGC act 1956).

    At GRIET, the Principal has constituted the Anti-Sexual Harassment Cell for prevention of sexual harassment in the campus, and the cell is empowered to deal with cases concerning sexual harassment of women staff and students and hence will function as a sub-committee of the institute.

  • Functions::

  • • To deal appropriately with reported cases of sexual harassment, abuse or discrimination, and initiate action against particular grievances in respect of unfair treatment due to gender bias.

    • The Anti-Sexual Harassment Cell is responsible for initiating the necessary process of inquest on receipt of complaint from the dean Discipline.

    • In case of the complaint is against any staff member of the committee then the Principal shall nominate appropriate Chair or member for the enquiry.

    • The Anti-Sexual Harassment Cell arbitrates sexual harassment cases, complete with provisions to recommend suitable punishment of the guilty to the Grievance Cell for further action.

    • The guidelines have provisions depending on the different degrees of fault or offence-Minor, Moderate or Major, there are different degrees of “punishment” to deal with such offences

    Tools to respond to offences include: (1) Communication of the standard, (2) Disapproval, (3) Verbal warning, (4) Written warning, (5) Suspension/ Rustication of the guilty parties, (6) Termination of employment, in order to protect complainants from victimization.

    The guidelines followed are meant to act as a deterrent, and that this cell can be effective only influence suitable attitudinal change.