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As pe the UNIVERSITY GRANTS COMMISSION NOTIFICATION New Delhi, the 6th May, 2019 F.No. 14-4/2012(CPP-II).— all the higher education institutions, whether established or incorporated by or under a Central Act or a State Act, and every institution recognized by the University Grants Commission under clause (f) of Section 2 of the University Grants Commission Act, 1956 should establish a Grievance Redressal Cell.

Maniben Nanavati Women’s College has a well defined body for the same:

  • The Composition:
    Sr. No. Name Designation Status
    1. Dr. Rajshree Trivedi Principal Chair Person
    2. Dr. Rita Patil Senior Members of the Teaching Faculty to be nominated by the Principal Members
    3. Dr. Twinkle Sanghavi Senior Members of the Teaching Faculty to be nominated by the Principal Members
    4. Ms. Dhruvi Patel (SYBA) A Representative from among students of the college to be nominated by the Principal based on academic merit/excellence in sports / performance in co-curricular activities Special Invitee
  • The term of the members and the special invitee shall be two years. The Special Invitee need not remain present in cases of grievances related to staff members.
  • The quorum for the meeting including the Chairperson, but excluding the special invitee, shall be three.
  • In considering the grievances before it, the GRC shall follow principles of natural justice.
  • The GRC shall send its report with recommendations, if any, to the Chair Person of the Management of the College and a copy thereof to the aggrieved student,/staff member within a period of 15 days from the date of receipt of the complaint.

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
  • 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.

Policy On Sexual Harassment

Complaint Form

    Name of the Aggrieved*:

    Class / Designation:

    Contact Details:

    Complaint For:

    Complaint(Describe in detail)*:

    Signature of the Aggrieved* :

    Date :

    Signature of Principal & Stamp :

    Date of the receipt of grievance :

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