Sexual Harassment

Complaint Redressal Committee

Nigam Institute of Engineering and Technology has constituted an Internal Complaints Committee to inquire into the complaints of Sexual Harassment of its female employees and girl students.

The Internal Complaints Committee (ICC) consists of 7 members according to the below mentioned guidelines:

  1. The Presiding Officer must be lady.
  2. Five Academic Staff Members - of which 3 shall be Female members.
  3. One person belonging either from an NGO or other NPO body which is associated with the issue of sexual harassment.


The term of the Committee shall be two years. The previous Committee will however continue till the new Committee is constituted.


  1. The Committee shall meet at least twice a year.
  2. All meetings of the Committee will be called by the Chairperson and a notice of at least 2 to 5 working days must be given for the meeting.


A quorum of 3 (three) members is required for the proceedings of the meeting to take place. The quorum shall include the chairperson and at least 2(two) members, one of whom shall be a lady.

Redressal Process

  1. Any employee/student who feels and is being sexually harassed directly or indirectly may submit a complaint of the alleged incident to any member of the Committee in writing with her signature within 10 days of occurrence of incident.
  2. The Committee will maintain a register to endorse the complaint received by it and keep the contents confidential, if it is so desired, except to use the same for discreet investigation.
  3. The Committee will hold a meeting with the complainant within five days of the receipt of the complaint, but not later than a week in any case.
  4. At the first meeting, the Committee members shall hear the complainant and record her allegations. The complainant can also submit any corroborative material with a documentary proof, oral or written material etc. to substantiate her complaint.
  5. Thereafter, the person against whom complaint is made may be called for a deposition before the Committee and an opportunity will be given to him to give an explanation, where after, an “Enquiry” shall be conducted.
  6. In the event, the complaint does not fall under the purview of Sexual Harassment or the complaint does not mean an offence of Sexual Harassment, the same would be dropped after recording the reasons thereof.
  7. In case the complaint is found to be false, the complainant shall, if deemed fit, be liable for appropriate disciplinary action by the Management.

Enquiry Process

  1. The Committee shall immediately proceed with the Enquiry and communicate the same to the complainant and person against whom complaint is made.
  2. The Committee shall prepare and handover the statement of allegation to the person against whom complaint is made and give him an opportunity to submit a written explanation if he so desires within 7 days of receipt of the same.
  3. The complainant shall be provided with a copy of the written explanation submitted by the person against whom complaint is made.
  4. If the complainant or the person against whom complaint is made desires any witness/es to be called, they shall communicate in writing to the Committee the names of witness/es whom they propose to call.
  5. If the complainant desires to tender any documents by way of evidence before the Committee, she shall supply original copies of such documents. Similarly, if the person against whom complaint is made desires to tender any documents in evidence before the Committee he shall supply original copies of such documents. Both shall affix their signature on the respective documents to certify these to be original copies.
  6. The Committee shall call upon all witnesses mentioned by both the parties.
  7. The Committee shall provide every reasonable opportunity to the complainant and to the person against whom complaint is made, for putting forward and defending their respective case.
  8. The Committee shall complete the “Enquiry” in the shortest possible time, not exceeding 3 (three) months from the date on which the complaint is made and communicate its findings and its recommendations for action to the Head of the institute. The report of the Committee shall be treated as an enquiry report on the basis of which an erring person can be awarded appropriate punishment straightaway.
  9. The Head of the institute will direct appropriate action in accordance with the recommendation proposed by the Committee within one month of the receipt of the report from the Committee.
  10. The disciplinary action will be commensurate with the nature and impact of the sexual harassment.


Formation International Complaints Committee(ICC)

Sexual Harassment Policy

Policy and Procedures dealing with Sexual Harassment.

The NIET policy document regarding Sexual Harassment is intended to inform the faculty members, staffs and students including guests and visitors about sexual harassment and the procedures they should follow if they encounter or observe it.

Nigam Institute of Engineering and Technology:

  1. Prohibits sexual harassment by any student, staff member or faculty member;
  2. Encourages reporting of sexual harassment before it becomes severe or pervasive;
  3. Identifies persons to whom sexual harassment may be reported;
  4. Prohibits retaliation against persons who bring sexual harassment complaints;
  5. Assures confidentiality to the extent possible consistent with the need to address and resolve harassment appropriately;
  6. Assures all members of the institution that each complaint of sexual harassment will receive an adequate, reliable and impartial investigation, and appropriate and corrective action is taken.

The ultimate goal is to prevent sexual harassment by spreading awareness through education and the development of a sense of community. However, if sexual harassment occurs, the institute will respond firmly and fairly, and in a timely manner. As befits an academic community, the institute’s approach is to consider problems within an informal framework when appropriate, but to make formal procedures available for use when necessary.

What is Sexual Harassment?

The institute has adopted the following definition of sexual harassment based on the guidelines laid down by the Hon’ble Supreme Court of India in Vishaka & Others Vs. State of Rajasthan & others (Jt 1977 (7) Sec. 384). For this purpose, sexual harassment includes such unwelcome sexually determined behavior (whether directly or by implication) as:

  1. Physical contact or advances;
  2. A demand or request for sexual favors;
  3. Sexually colored remarks;
  4. Showing pornography;
  5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.


Sexual Harassment

An institution can be called healthy and productive only when its students, faculty members, and other staffs treat each other with mutual respect. Such an institution must be discrimination free on the basis of race, sex, color, religion, age, disability or marital status. Sexual Harassment, a form of discrimination, certainly jeopardizes the environment and is completely intolerable at Nigam Institute of Engineering and Technology, Baranga

  1. Any allegations of Sexual harassment will be dealt seriously and prompt actions will be taken ensuring the safety of the Female employees and girl students.
  2. NIET will not tolerate sexual harassment or assault of any kind. In accordance to this, the institution promotes a culture of zero tolerance on sexual harassment or any sort of discrimination.
  3. Sexual Harassment and the complaints regarding it are a serious matter so the institution maintains full responsibility of confidentiality in dealing with the issue.
  4. Suggestions boxes are available all-around the campus and helpline numbers are provided to every student, faculty members, and staffs so that no one faces any sort of difficulties while complaining about any sort of discrimination inside or outside the campus

NIET adheres to all the guidelines laid down by the Hon’ble Supreme Court of India. The institute is dedicated to maintaining an atmosphere for study, work, and living which is free from sexual harassment of any kind.

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