Plot No-41, Knowledge Park-III, Greater Noida, Gautam Budh Nagar, U.P. 201306

GENDER SENSITISATION AGAINST SEXUAL HARASSMENT (GSCASH)

GENDER SENSITISATION AGAINST SEXUAL HARASSMENT (GSCASH)

INTERNAL COMPLAINTS CELL

The Institute has formed an Internal Complaints Committee (ICC) in compliance to:

1. Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, and

2. All India Council for Technical Education (Gender Sensitization, Prevention and Prohibition of Sexual Harassment of Women Employees and Students and Redressal of Grievances in Technical Institutions) Regulations, 2016

What to do if you feel you are being sexually harassed

Know your rights – Sexual harassment is illegal, both the law of the land and MCHSR prohibit sexual harassment.Know your rights – Sexual harassment is illegal, both the law of the land and MCHSR prohibit sexual harassment.

Speak up – If you can, tell the person to stop. State clearly and firmly that you want a particular behaviour to cease.

Get information and support – If you feel you cannot speak up, ask your friends to help you and bring it to the notice of the MCHSR. Keep records that might be useful for pursuing the case.

What not to do

Do not blame yourself. Sexual harassment is not something one brings on oneself. It is not a consequence of certain ways of dressing or acting. It is a violation of an individual's right to work and live with dignity.

Do not ignore it. Ignoring sexual harassment does not make it go away. The harasser may misinterpret a lack of response as approval of the behaviour.

Do not delay. Delay in action increases the probability that unwanted behaviour will continue or escalate.

Do not hesitate to ask for help. Speaking up may prevent others from being harmed as well.

How To Lodge a complaint

Complaints related to sexual Harassment should be submitted in written form to the class mentor or chairperson (Presiding Officer)of the committee who would be a senior member of the faculty. The name, class and the department of both the complainant and the accused should be provided in the complaint. The details like the place and time of the occurance of harassment should also be specified.

Internal Complaints Committee (ICC)
S.No. Name Position Status Mobile No. Email ID
1. Dr.Kanak Lata Presiding Officer Senior female Faculty member 8800448620 Director-edu@metrocollege.in
2. Dr.Praveen Kumar Gaur Member Sr. Male Faculty 8800391122 principal-mcp@metrocollege.in
3. Dr. Niharika Member Faculty Member 8755864918 niharikalal24@gmail.com
4 Mrs. Rehana Parveen Member Faculty Member 8376058305 Rehanaparveen22@gmail.com
5 Dr. Rosaline Mishra Member Faculty Member 8826817976 hod-pharmaceuticalchemistry@metrocollege.in
6 Mrs.Meenakshi Sharma Member Non-teaching Employee 8448080445 hr-mchsr@metrocollege.in
7 Ms.Manisha Member Female Student 7905615854 manish.kumari@gmail.com
8 Ms. Priya Member Female Student 9540471475 priyanagar@gmail.com
9 Ms.Shivani Member Female Student 9411243384 shivanisharma@gmailcom
10 Mrs.Urmila Member Outside member familiar with Sexual Harassment Issues 9873355044 Binninagar057@gmail.com
ICC is the chief mechanism empowered with authority of a civil court for resolution of complaints, firstly through conciliation and finally through an inquiry.

“The Gender Justice Forum and Committee Against Sexual Harassment” has three major functions:

1. Gender Sensitization and Orientation,

2. Crisis Management and Mediation, and

3. Formal Enquiry and Redressal.

Responsibilities of Internal Complaints Committee (ICC):

The Internal Complaints Committee shall:

1. Provide assistance if an employee or a student chooses to file a complaint with the police;

2. provide mechanisms of dispute redressal and dialogue to anticipate and address issues through just and fair conciliation without undermining complainant’s rights, and minimize the need for purely punitive approaches that lead to further resentment, alienation or violence;

3. protect the safety of the complainant by not divulging the person’s identity, and provide the mandatory relief by way of sanctioned leave or relaxation of attendance requirement or transfer to another department or supervisor as required during the pendency of the complaint, or also provide for the transfer of the offender;

4. Ensure that victims or witnesses are not victimised or discriminated against while dealing with complaints of sexual harassment; and

5. Ensure prohibition of retaliation or adverse action against a covered individual because the employee or the student is engaged in protected activity.