Sexual harassment at a workplace is considered violation of women‘s right to equality, life and liberty. It creates an insecure and hostile work/study environment, which discourage women’s participation in work/study, thereby adversely affecting their social and economic empowerment and the goal of inclusive growth. With more and more women joining the workforce/study, ensuring an enabling work/study environment for women through legislation is felt imperative by the Government and thereupon by the institution.
With regard to the Supreme Court Judgment and guidelines issued in 1997 to provide for the effective enforcement of the basic human right of gender equality and guarantee against sexual harassment and abuse, more particularly against sexual harassment at work places, the University Grants Commission (UGC) has issued circulars since 1998, to all the universities, advising them to establish a permanent cell and a committee; to develop guidelines to combat sexual harassment, violence against women and ragging at the universities and colleges and finally the Sexual Harassment of Women at workplace (Prevention, Prohibition and Redressal) POSH Act 2013. Keeping the above guidelines in view, Salesian College is committed to implementing all the provisions of the POSH and other relevant acts on prevention of Sexual harassment in the college.
Salesian College is committed to creating and maintaining a community in which students, teachers and non-teaching staff can work together in an environment free of violence, harassment, exploitation, intimidation and stress. This includes all forms of gender violence, sexual harassment and discrimination on the basis of sex/gender or amongst the same sex members. Every member of the College should be aware that while the College is committed to the right to freedom of expression and association, it strongly support gender equality and opposes any form of gender discrimination and violence.
Definition of Sexual harassment as understood in the POSH act:
a) Physical contact and advances
b) A demand or request for sexual favours;
c) Making sexually coloured remarks;
d) Showing pornography;
e) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature;
f) Implied or explicit promise of preferential treatment;
g) Implied or explicit threat of detrimental treatment;
h) Implied or explicit threat about present or future employment status;
i) Interference with work or creating an intimidating or offensive or hostile work environment;
j) Humiliating treatment likely to affect health or safety
Declaration of Policy
Salesian College Sonada & Siliguri, shall value the dignity of every individual, enhance the development of its human resources, guarantee full respect for human rights, ensures the full enforcement of “Fundamental Rights” under articles 14, 15, 19(1) (g) and 21 of the Constitution of India, and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or education. Towards this end, all forms of sexual harassment in the employment, education or training environment are hereby declared unlawful.
OBJECTIVES OF THE POLICY
Following are the objectives of the Policy
1) To fulfil the directive of the Supreme Court enjoining all employers to develop and implement a policy against sexual harassment at the work place.
2) To evolve a permanent mechanism for the prevention and redressal of sexual harassment cases and other acts of gender based violence at Salesian College.
3) To ensure the implementation of the policy in letter and spirit through proper reporting of the complaints and their follow-up procedures.
4) To uphold the commitment of Salesian College to provide an environment free of gender-based discrimination.
5) To create a secure physical and social environment which will deter acts of sexual harassment
6) To promote a social and psychological environment which will raise awareness about sexual harassment in its various forms.
7) To generate public opinion against sexual harassment and all forms of gender-based violence.
8) To make recommendations to the Principal for changes/elaborations in the Rules, Standing orders and Bye-Laws etc., to make them gender just and to lay down procedures for the prohibition, resolution, settlement and prosecution of acts of sexual harassment by and of women employees and students
9) To deal with cases of sexual harassment, in a time bound manner, aiming at ensuring support services to the victimized and termination of the harassment;
To recommend appropriate punitive action against the guilty party to the Principal.