We at GMSM Mahavidyalaya, believe that the principles of justice, humanity and dignity should be dispensed irrespective of caste, creed, social status and gender of a person. Therefore in keeping with the ethos of this institution and in acquiescence with the instructions of National Commission for Women and the directives of Hon’ble Supreme Court Judgment (Attachment 1) on the subject of sexual harassment of women in the workplace, an Internal Complaints Committee for taking into account the complaints of sexual harassment of women staff and students was established in 2022.   In pursuance of UGC (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Education Institutions) Regulations, 2015 read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Internal Complaints Committee (ICC) of the College is constituted as under to deal with complaints relating to Sexual harassment at the work place.

Composition of the Internal Complaints Committee :

  1. Presiding Officer, who has to be a woman employee at a senior level.
  2. Two Members from amongst employees, who should preferably be committed to the cause of women or who have had experience in social work or have legal knowledge.
  3. One External Member from amongst non-governmental organizations or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment
  4. At least half of the total Members of the ICC should be women


On receipt of a complaint, the ICC shall conduct a preliminary enquiry so as to ascertain the truth of the allegations by collecting the documentary evidence as well as recording statements of any possible witnesses including the complainant.


ICC shall then submit the preliminary enquiry report to the Principal, along with all the original documents adduced during the preliminary enquiry proceedings. In case the allegations are not in the nature of sexual harassment, the ICC may refer such complaints to Principal and Governing Body.


Where sexual harassment occurs as a result of an act or omission by any third party or outsider, the ICC shall take all steps necessary and reasonable to assist the affected person in terms of support and preventive action


The ICC shall comply with the procedure prescribed in the aforementioned UGC Regulations 2015 and the Sexual Harassment Act for inquiring into the complaint in a time bound manner.


If the ICC concludes that the allegations made were false or malicious, or the complaint was made knowing it to be untrue or forged, or misleading information has been provided during the inquiry, the complainant shall be liable to be punished as per the relevant provision of the aforementioned UGC Regulations 2015.


The Member Secretary, ICC shall receive the written complaints of sexual harassment, if any, on behalf of ICC and shall coordinate the deliberations of the ICC on the complaints received.


Who can approach ICC for help?

Any female employee (faculty member, student or non-teaching staff member) of GMSM Mahavidyalaya can seek redressal from the ICC.


Definition of Sexual Harassment:

“Sexual harassment” includes any unwelcome sexually inclined behaviour, whether directly or indirectly, such as:

a) Physical contact and advances

b) A demand or request for sexual favours

c) Making sexually coloured remarks (including jokes)

d) Showing pornography (books, photographs, paintings, films, pamphlets, packages, etc. containing ‘indecent representation of women’)

e) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.


Under the Act, the following also count as sexual harassment:


a) Implied or explicit promise of preferential treatment in her employment.

b) Implied or explicit threat of detrimental treatment in her employment

c) Implied or explicit threat about her present or future employment status

d) Interference with her work or creating an intimidating or offensive work environment for her

e) Humiliating treatment likely to affect her health or safety.


What are the possible actions that can be taken against the accused if found guilty?

Depending upon the severity of the case, punitive action may take any of the following forms :


• Warning

• Written apology

• Bond of good behaviour

• Adverse remark in the Confidential Report

• Stopping of increments/promotion

• Suspension

• Dismissal

• Any other relevant actions



If you think you are being harassed, what should you do?

Send an email to [email protected]

Your complaint will be kept CONFIDENTIAL.


 Enquiry process:

• The inquiry shall be completed within a period of 90 days from the date of the complaint.

• The ICC shall provide a report of its findings to the Principal within a period of 10 days from the date of completion of the inquiry and such report shall be made available to the concerned parties.

• If the allegation against the respondent has been proved, the ICC shall recommend punitive action(s) to be taken against the respondent.

• The Principal shall act upon the recommendation within 60 days of receiving it.



All female faculty members, non-teaching staff and students must bear in mind that such complaints are of an extremely serious nature and should, on no account, be made in a frivolous manner. This platform should not be misused to settle personal scores, or for any other non-genuine reason.



  • Taking all possible steps and measures to prevent sexual harassment in the institution and on the campus
  • Creating a safe environment on the campus for women employees and students
  • Dealing swiftly and effectively with any reported incidents of sexual harassment on the campus, fairly and in an unbiased manner, in accordance with the provisions of the POSH Act.



  • Smt. Anupama Maitra (Chairperson)
  • Smt. Piyali Das
  • Dr Amit Kr Majhi
  • Sri Kaushik Paik, NTS
  • Rekha Paik, NTS
  • Smt Kalpana Paik (NGO Member)
  • RimIi Mistri (Student)
  • Piu Paik (Student)
  • Ritam Halder (Student)