The Constitution of India says equality of status and opportunity must be secured for all its citizens, and therefore a safe workplace is a woman's legal right. To ensure this, Dhanalakshmi Srinivasan University, according to the UGC (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Educational Institutions) Regulations 2091, has formed the "Internal Complaints Committee", for a safe and sexual harassment-free campus. The committee adheres to the three key obligations, namely: Prohibition, Prevention and Redress.

In Dhanalakshmi Srinivasan University the Internal Complaints Committee (ICC) has been duly formed as per the guidelines of the University Grants Commission (UGC). The composition includes one senior faculty as Chairperson, two Faculty Representatives, two Non-Teaching Staff, three Students representatives, and one representative from NGO. The Presiding Officer shall conduct periodic meetings to formulate the course of action.

• To promote awareness about sexual harassment through educational initiatives and that motivate and foster a respectful and safe campus.
• To provide guidelines and resources for addressing sexual harassment
• To evolve a stable mechanism for the prevention and redressal of sexual harassment cases and other acts of gender-based violence at the university.

ICC shall conduct regular and timely meetings of the members to review the complaints, if any, and organizes regular orientation and awareness campaigns that enable dissemination of the "zero tolerance policy" against any untoward incident on the campus, amongst the staff (both teaching and non-teaching) and the learners. ICC also ensures a safe and secure environment for every woman in her workplace, irrespective of her age or employment / work status. Planning, quickness, confidentiality and fair inquiry are the central parts of ICC.

• Physical contact or advance
• A demand or request for sexual favors
• Making sexually colored remarks
• Showing pornography
• Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature

Contact Number: 9363471917

ICC Email ID: icc@dsuniversity.ac.in

• Transfer the complainant or the respondent to another section or department to minimise the risks involved in contact or interaction, if such a recommendation is made by the ICC.
• Grant leave to the aggrieved with full protection of status and benefits for a period up to three months.
• Restrain the respondent from reporting on or evaluating the work or performance or tests or examinations of the complainant.
• Ensure that offenders are warned to keep a distance from the aggrieved, and wherever necessary, if there is a definite threat, restrain their entry into the campus.
• Take strict measures to provide a conducive environment of safety and protection to the complainant against retaliation and victimisation as a consequence of making a complaint of sexual harassment.

• Anyone found guilty of sexual harassment shall be punished in accordance with the service rules, if the offender is an employee.


• Where the respondent is a student, depending upon the severity of the offence, the University may,
  
  1. Withhold privileges of the student such as access to the library, auditoria, halls of residence, transportation, scholarships, allowances, and identity card.
  2. Suspend or restrict entry into the campus for a specific period.
  3. Expel and strike off name from the rolls of the institution, including denial of readmission, if the offence so warrants.
  4. Award reformative punishments like mandatory counselling and, or, performance of community services.


• The aggrieved person is entitled to the payment of compensation. The University 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
  
  1. Mental trauma, pain, suffering and distress caused to the aggrieved person
  2. The loss of career opportunity due to the incident of sexual harassment.
  3. The medical expenses incurred by the victim for physical, psychiatric treatment.
  4. The income and status of the alleged perpetrator and victim.
  5. The feasibility of such payment in lump sum or in instalments.

To ensure that the provisions for the protection of employees and students from sexual harassment do not get misused, provisions against false or malicious complaints have to be made and publicised If the ICC concludes that the allegations made were false, 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 provisions of sub-regulations (1) of regulations 10, if the complainant happens to be an employee and as per sub-regulation (2) of that regulation, if the complainant happens to be a student. However, the mere inability to substantiate a complaint or provide adequate proof will not attract attention against the complainant. Malicious intent on the part of the complainant shall not be established without an inquiry, in accordance with the procedure prescribed, conducted before any action is recommended.

The ICC of Dhanalakshmi Srinivasan University follows the policy "No woman shall be subjected to sexual harassment at any workplace." (Section 3(1) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013). In a nutshell, ICC rises to the requirement of promoting gender equality.