After the enactment of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressed) Act, 2013 and its notification by Government of India, University of Delhi issued notification No. Estab.II(1)/27/ACC/2006/ dated 9 January, 2014 declaring that the provisions of this Act supersedes the University Ordinance XV-D. Further, vide its Notification No. Estab.II(i)/027/ACC/2006 dated 16 January, 2014 the University of Delhi constituted its own Internal Complaints Committee as required under the Act and directed all colleges/institutions under it to constitute their own Internal Complaints Committees.
According to the Act of 2013, Maniben Nanavati Women’s College is committed to maintain and create an academic and work environment free of sexual harassment for students, academic staff and non-teaching staff of University of Delhi.
Sexual Harassment shall include, but will not be confined to, the following:

• When submission to unwelcome sexual advances, requests for sexual favours, and
  verbal or physical conduct of a sexual nature are made, either implicitly or explicitly, a ground for any decision relating to employment, academic performance, extracurricular activities, or entitlement to services or opportunities at University of Delhi.
• When unwelcome sexual advances, verbal and non-verbal and/or physical conduct such as loaded comments, remarks or jokes, letters, phone calls or e-mails, gestures, exhibition of pornography, lurid stares, physical contact, stalking, sounds or display of a derogatory nature that have the purpose and/or effect of interfering with an individual’s performance or of creating an intimidating, hostile or offensive
  environment.
• When a person uses, with a sexual purpose, the body or any part of it or any object as an extension of the body in relation to another person without the latter’s consent or against the person’s will, such conduct will amount to sexual assault.
• When deprecatory comments, conduct or any such behavior is based on the gender
  identity/sexual orientation of the person and/or when the classroom or other public
  forum of the University is used to denigrate/discriminate against a person or create a hostile environment on the basis of a person’s gender identity/sexual orientation.

The Process:

The institution has adopted Zero Tolerance approach towards any kind of sexual
harassment acts:

1. Any aggrieved woman may make, in writing, a complaint of sexual harassment at workplace to the Internal Committee within a period of three months from the date of incident and in case of a series of incidents, within a period of three months from the date of last incident,
2. Where the aggrieved woman is unable to make a complaint on account of her physical or mental incapacity or death or otherwise, her legal heir or such other person as may be prescribed may make a complaint under this section.
3. The Internal Complaint Committee may before initiating an enquiry if requested by the aggrieved woman to take steps to settle the matter between her and the “respondent” through conciliation.
4. If the aggrieved woman and the respondent arrive to a settlement, the copies of the same to be given to both the parties. shall record the settlement so arrived and forward the same to the employer (Principal) to take action as specified in the recommendation.
5. The Employer (Principal) will provide assistance to the woman if she so chooses to
   file a complaint in relation to the offense under the Indian Penal Code or any other
   law for the time being in force.

Complaint Form