The Internal Complaint Committee has been established to address grievances of students, staff, and faculty members. It primarily focuses on ensuring a healthy and egalitarian environment in the University, eradicating all kinds of discrimination based on caste, class, gender, disability, etc.
The Internal Complaints Committee, CSJMU functions as per the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 and University Grants Commission (Prevention, Prohibition and Redressal of sexual harassment of women employees and students in higher educational institutions) Regulations, 2015. It was constituted on 4th April, 2018(earlier known as Women’s Grievance Redressal Cell) and reconstituted from time to time as per requirement.
Sexual Harassment includes-

• (i) “An unwanted conduct with sexual undertones if it occurs or which is persistent and which demeans, humiliates or creates a hostile and intimidating environment or is calculated to induce submission by actual or threatened adverse consequences and includes any one or more or all of the following unwelcome acts or behaviour (whether directly or by implication), namely;-
  • (a) any unwelcome physical, verbal or non verbal conduct of sexual nature;
  • (b) demand or request for sexual favours;
  • (c) making sexually coloured remarks
  • (d) physical contact and advances; or
  • (e) showing pornography”
• (ii) any one (or more than one or all) of the following circumstances, if it occurs or is present in relation or connected with any behaviour that has explicit or implicit sexual undertones-
  • (a) implied or explicit promise of preferential treatment as quid pro quo for sexual favours;
  • (b) implied or explicit threat of detrimental treatment in the conduct of work;
  • (c) implied or explicit threat about the present or future status of the person concerned;
  • (d) creating an intimidating offensive or hostile learning environment;
  • (e) humiliating treatment likely to affect the health, safety dignity or physical integrity of the person concerned”

OBJECTIVES
To take strict action for Prevention, Prohibition and Redressal of Complaint received regarding sexual harassment or gender discrimination at CSJM University. Prevent gender discrimination and sexual harassment by promoting gender sensitization among the students and employees of CSJM University.
Deal with the cases of discrimination and sexual harassment of a female student or employee in a time bound manner aiming at ensuring support services to the victim and termination of harassment.
Recommend appropriate punitive action against guilty party.
Constantly keep a vigil on the internal processes to check on the safety parameters for female students and employees especially. Recommend to the University authorities on changes needed from time to time in various policies and processes in matters related to safety of female students and employees of the University.

REDRESSAL PROCEDURE
Any student/staff of the University aggrieved by any acts of sexual harassment or misconduct or gender discrimination can approach the ICC of the University. Besides, any student or staff who is aware of any violations can also report the same to ICC. An aggrieved person is required to submit a written complaint to the ICC within three months from the date of the incident and in case of a series of incidents within a period of three months from the date of the last incident.

• The Committee will hold a meeting with the complainant within five days but no later than a week after the receipt of the complaint.
• The initial meeting shall hear and record the complainant’s allegations. The complainant can also submit any documentary proof, oral or written material etc. to substantiate her/his complaint if applicable.
• Thereafter, the person against whom complaint is made may be called for his/her explanatory statement before the Committee following which an “Enquiry” shall be initiated.
• If in the event, the complaint does not fall under the purview of Sexual Harassment or the complaint does not mean an offence of Sexual Harassment, the same would be dropped after recording the reasons thereof.

However, in case the allegation is found to be false, the complainant shall, if deemed fit, be liable to face appropriate disciplinary action by the University.

• PUNISHMENT AND COMPENSATION
• (1) Anyone found guilty of sexual harassment shall be punished in accordance with the service rules of the HEI, if the offender is an employee.
• (2) Where the respondent is a student, depending upon the severity of the offence, the HEI may-
  • (a) withhold privileges of the student such as access to the library, auditoria, halls of residence,transportation, scholarships, allowances, and identity card;
  • (b) suspend or restrict entry into the campus for a specific period;
  • (c) expel and strike off name from the rolls of the institution, including denial of readmission, if the offence so warrants;
  • (d) award reformative punishments like mandatory counselling and, or, performance of community services.
• The aggrieved person is entitled to the payment of compensation. The HEI shall issue direction for payment of the compensation recommended by the ICC and accepted by the Executive Authority, which shall be recovered from the offender. The compensation payable shall be determined on the basis of-
  • (a) mental trauma, pain, suffering and distress caused to the aggrieved person;
  • (b) the loss of career opportunity due to the incident of sexual harassment;
  • (c) the medical expenses incurred by the victim for physical, psychiatric treatment;
  • (d) the income and status of the alleged perpetrator and victim; and
  • (e) the feasibility of such payment in lump sum or in instalments.