With reference to the following circulars, an Anti
Sexual Harassment Committee is
formed to prevent sexual assault, rape and other re
lated crimes on girl students and
- VTU/Aca/Academic-Cir/2013-14/3636 dated 31-7-2013 (Registrar, VTU-Belgaum)
- No. ED 390 URC 2013 (dated 12-7-2013) , Circular from Principal Secretary, Higher Education Department, Government of Karnataka
What is Sexual Harassment? For this purpose, sexual harassment includes unwelcome sexually determined behavior (whether directly or by implication) such as:
Physical contact and advances.
A demand or request for sexual favours.
Sexually coloured remarks.
Showing of pornography.
Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
The following is also sexual harassment and is covered by the committee
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 of pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings.
Forcible physical touch or molestation.
Physical confinement against one’s will and any other act likely to violate one’s privacy.
|| Position (Chairman/member)
||Dr. V. P. Huggi
||Smt. S. S. Angadi
||Dr. G.V. Patil
Prevention of sexual harassment to ensure safe work
ing environment for
women employees and girl students.
Role and responsibility of Anti-sexual harassment
- To ensure provision of a work and educational environment that is free from sexual harassment (Sexual harassment is defined by
law from the perspective of the person who feels they have been harassed and it occurs if the person who feels they have been harassed feels
offended, humiliated, or intimidated by the conduct and it is reasonable, in all the circumstances that the person who feels they have been harassed would
feel offended, humiliated or intimidated).
- To take all reasonable steps (active and preven tive in nature) to prevent the harassment occurring; To address any oral/written complaint about:
unwelcome sexual advances, unsolicited acts of physical intimacy, unwelcome requests for sexual favors or other unwelcome conduct of a sexual nature. Unwelcome conduct of a sexual nature
includes oral or written statements of a sexual nature to a person, or in a person's presence.
- Obtain high level support from the chief executive officer and Principal & Director for implementing a comprehensive strategy:
- Providing information to all staff and students about what constitutes sexual harassment and about their responsibility not to
sexually harass other staff and students
Providing information and training to managers, supervisors and
staff conducting teaching and learning activities on meeting
their responsibilities in relation to maintaining a work and study
environment free from sexual harassment
- Develop a written policy which prohibits sexual harassment.
- The Institute shall have a Sexual Harassment Policy. The policy outlines the Institute’s key commitments
and legal responsibilities and provides a definition of sexual harassment and behaviors that are not acceptable.
- Complaints of sexual harassment are handled separately for staff and students under the Staff Complaints Policy and
Sexual Harassment Complaints Resolution Procedures for students.
- Regularly distribute and promote the policy at all levels of the organization;Ensure that managers and supervisors discuss and
reinforce the policy at staff meetings; Provide the policy and other relevant information on sexual harassment to new staff as
a standard part of induction; Periodically review the policy to ensure it is operating effectively and contains up to date
- Display anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures; Conduct regular awareness raising
sessions for all staff on sexual harassment issues.
- Ensure that complaints processes:
- are clearly documented;
- are explained to all employees;
- offer both informal and formal options for resolution;
- address complaints in a manner which is fair, timely and confidential;
- are based on the principles of natural justice;
- provide clear guidance on internal investigation procedures and record keeping;
- Give an undertaking that no employee will be victimized or disadvantaged for making a complaint;