The Peoples' Institute for Re-thinking Education and Development
Sexual harassment includes any unwelcome act or behavior (whether directly or indirectly) including physical contact, sexual advances, demand for sexual favors, sexually colored remarks, showing pornography, or any other unwelcome physical, verbal, or non-verbal conduct of sexual nature.
Sexual harassment will include such unwelcome sexually determined behaviour (whether directly or indirectly) by any person (male, female or transgender) either individually or in association with other persons or by any person in authority, whether directly or by implication, such as:
- Eve-teasing;
- Unsavoury remarks;
- Jokes causing or likely to cause awkwardness or embarrassment;
- Innuendos and taunts;
- Gender based insults or sexist remarks;
- Unwelcome sexual overtone in any manner such as over telephone;
- Obnoxious telephone calls and the like;
- Touching or brushing against any part of the body and the like;
- Displaying pornographic or other offensive or derogatory pictures/material;
- Cartoons, pamphlets or sayings with sexual implicit meanings;
- Forcible physical touch or molestation or any other form of physical insults;
- Physical confinement against one’s will and any other act likely to violate one’s privacy;
- and includes any act or conduct by a person in authority and belonging to one sex which denies or would deny equal opportunity in pursuit of career development/ academic goal or otherwise making the environment at the work place hostile or intimidating to a person only on the grounds of sex.
Formation & Functioning of Sexual Harassment Investigation Committee
For attending to the complaints of the above nature expeditiously without avoidable delay, the Executive Director, shall constitute a Sexual Harassment Investigation Committee. This Committee shall be headed by a woman and not less than half of its members shall be women. Further, to prevent the possibility of any undue pressure or influence from senior levels, such Sexual Harassment Investigation Committee shall, where required, involve a third party (subject expert) - who is not part of the institute and does not have any conflict of interest.
i. Conducting enquiry by the Sexual Harassment Investigation Committee:-
a) Any aggrieved person shall file a complaint to the Executive Director, at the earliest point of time and in any case not later than 3 months from the date of
occurrence/or reporting of the alleged incident.
b) The complaint shall contain all the material and relevant details concerning the alleged sexual harassment including the name(s) of the contravener(s).
c) If the complainant feels that she/he cannot disclose her/his identity for any particular reason the complainant shall address the written complaint to the Executive Director, and hand over the same in a sealed cover. Upon receipt of such complaint the Executive Director, shall immediately refer the matter to the Sexual Harassment Investigation Committee in accordance with the above. The Executive Director shall retain the original complaint with herself and send to the Sexual Harassment Investigation Committee a summary of the complaint containing all material and relevant details other than the name of the complainant and other details which might disclose the identity of the complainant.
ii. The Sexual Harassment Investigation Committee shall take immediate necessary action to cause an Enquiry to be made discreetly or hold an enquiry, if necessary not later than 30 working days of the complaint made.
iii. The Sexual Harassment Investigation Committee shall, after examination of the complaint, submit its recommendations to the Executive Director, recommending the actions to be taken not later than 30 working days after the enquiry report has been submitted to the Executive Director.
iv. The Executive Director, upon receipt of the report from the Sexual Harassment Investigation Committee shall, after giving an opportunity of being heard to the person complained against, confirm with or without modification the action recommended and take necessary steps to ensure follow-up disciplinary action. Depending on the severity, actions may include written apology, warning, counseling, salary deduction, suspension, termination, or legal action. False or malicious complaints will also attract disciplinary action after due inquiry.
v. The Sexual Harassment Investigation Committee shall conduct periodic training programs to ensure awareness of POSH regulations
Protection Against Retaliation
Confidentiality will be maintained at all stages. No employee shall be victimized for filing or supporting a complaint.
Sexual Harassment Investigation Committee
The Executive Director has formed a Sexual Harassment Investigation Committee (SHIC) headed by a woman employee and comprising of more than 50% of women employees as per the directions of Supreme Court of India. The committee was formed with effect from 1st April 2025. The duration of functioning of the committee has been extended from time to time. The current functioning duration has been extended from 1st April 2025 to 31st March 2027. Subject to approval by the Director, the term of membership can be extended. The Sexual Harassment Investigation Committee of Shikshantar Sansthan is constituted as follows:
Presiding Officer: Mridula Bhale 9923717635
Member: Vidhi Jain 9829724189
Member: Charu Bhandari 9672990066
External Member: Kapil Jain 9829474494
Whenever the need arises, an expert from outside the organization will be invited to act as co-opted member.
Email for complaints: <mrudulavdeshpande@gmail.com>, <manish@swaraj.org>
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