About: In pursuance of AJCTE (Prevention, prohibition and Redressal of sexual harassment of women employees and students in higher educational mstitutions) Regulations, 2015 read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and in partial modification of Office Order No. 449 dated 05.08.2016, Jnternal Complaints Committee (ICC) is re-constituted as under to deal with the complaints relating to Sexual harassment at work place.

About the Internal Complaints Committee Under Section 4 of the POSH Act at all workplaces with 08 or more employees, the employer must form an Internal Complaints Committee (ICC). This is an obligation that must be adhered to by public and private organizations. This initial in-house body plays the most important role in ensuring the smooth functioning of the provisions of the POSH Law and also towards the fulfillment of its objectives. An aggrieved woman has to approach the fCC to file a complaint relating to sexual harassment. After receiving the complaint from the aggrieved woman, the Committee inquires into the matter and accordingly makes recommendations.

OBJECTIVES:
1. To evolve a permanent mechanism for the prevention and redressa.l of sexual harassment cases and other acts of gender based violence at the Institute.
2. To uphold the commitment of the Institute to provide an environment free of gender Bias.
3. To create a secure physical and socjal environmentto deter any act of sexual harassment.
4. To promote a social and psychological environment to raise awareness on sexual harassment in its various forms.
5. To encourage participation oflnvitees working in the area of women's development.
6. To disseminate knowledge about rights and laws related to women through Workshop & Seminar.

Duties of the Internal Complaints Committee
The Internal Complaints Committee once constituted, plays a pivotal role in the effective implementation of the provisions at the workplace. A general list of duties of the Committee is enumerated as follows:
1. Implementation of the Anti-Sexual Harassment Policy at the workplace
2. Submit an Annual Repo1t (Including details (jke the number of case files at their disposal, etc.)
3. Bring about awareness about what comprises 'sexual harassment' at the workplace by way of workshops, posters, documents, notices, seminars, etc.
4. Publicize the pol.icy framework effectively
5. Provide the victims with a safe and accessible mechanism of complaint
6. Initiation of inquiry at the earliest
7. Redress the complaint in a judicious manner
8. Provide interim relief to the complainant
9. Provide an opportunity for conciliation wherever possible
l 0. Stick to the principles of natural justice at a!J stages of the proceedings
11. Whenever required, forward the complaint to the police
12. Submit the inquiry report along with recommendations
13. Maintain confidentiality in regard to the proceedings taking place before the Committee