The Sexual Harassment Committee is constituted in compliance with the Sexual
Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The
primary objective of the POSH is to:
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Ensure a safe, secure, and inclusive environment for all women employees and students, free from sexual harassment and gender-based discrimination. |
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Prevent and prohibit sexual harassment at the workplace by promoting awareness and sensitization programs. |
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Provide a fair, prompt, and confidential mechanism for addressing complaints related to sexual harassment. |
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Uphold the dignity, rights, and well-being of women on campus through redressal procedures that are in line with legal standards. |
The committee is empowered to receive complaints, conduct inquiries, recommend actions, and
take steps to foster a gender-sensitive environment. POSH serves as a vital part of the institution’s
commitment to uphold equality, dignity, and respect for all members of the academic
community.
Sexual Harassment Committee Members
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| 1 | Dr. A. Seema
Associate Professor
Dept. of Chemistry | President | 9443808573 |
| 2 | Dr. R. Leo Bright Singh
Associate Professor
Dept. of Mechanical
Engineering | Member - I | 9443174050 |
| 3 | Mrs. P. S. Jeba
Associate Professor
Dept. of ECE | Member - II | 9597616655 |
| 4 | Adv. J. Arul Prakash Singh
Advocate & Notary | Member - III (Social worker - Advocate) | 9443449418 |
| 5 | Ms. E.S. Effersha
| Student Member - | 8438837177 |
| 4 | Mr. Jojo SS | Student Member | 9489540781 |
Roles and Responsibilities of the Sexual Harassment Committee
The Sexual Harassment Committee is entrusted with the duty to ensure a safe, harassment-free working and learning environment for all women on campus. The key roles and responsibilities of the POSH include:
- Promote awareness and sensitization programs on gender equality and sexual harassment.
- Display policy statements, posters, and helpline information across campus.
- Ensure dissemination of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 among all stakeholders.
- Receive written complaints of sexual harassment from aggrieved women.
- Maintain strict confidentiality throughout the process.
- Initiate prompt, fair, and impartial inquiry as per the procedures laid out in the Act.
- Ensure that the complainant and the accused are not placed in a situation that may lead to further harassment.
- Conduct a detailed inquiry within the prescribed time limits (90 days).
- Provide both parties an equal opportunity to be heard.
- Submit a detailed report with recommendations to the employer or college administration within 10 days of completion of the inquiry.
- Recommend disciplinary action, if the complaint is found valid.
- Provide assistance to the complainant for filing police complaints, if requested.
- Recommend interim relief such as leave, transfer, or change of workplace/class for the complainant during inquiry.
- Provide counseling or any other support services required.
