Sexual Harassment at workplace is an extension of violence in everyday life and is discriminatory and exploitative, as it affects a woman’s right to life and safe livelihood. Any incident of sexual harassment must be addressed and dealt with swiftly and strictly in order to uphold women’s right to dignity and a safe working environment. We at MBSPSU take this very seriously and strongly urge our male colleagues and employees to become aware of the meaning and scope of sexual harassment and to desist from any form of interaction that may be construed as unwelcome by our women employees.
“Sexual Harassment” includes anyone or more of the following unwelcome acts or behaviour (whether directly or by implication), namely:
Physical contact or advances;
A demand or request for sexual favours;
Making sexually coloured remarks;
Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature
Making sexually suggestive remarks or innuendos.
Serious or repeated offensive remarks, such as teasing related to a person’s body or appearance.
Offensive comments or jokes.
Inappropriate questions, suggestions or remarks about a person’s sex life.
Displaying sexist or other offensive pictures, posters, mms, sms, whatsapp, or e-mails.
Intimidation, threats, blackmail around sexual favours.
Threats, intimidation or retaliation against an employee who speaks up about unwelcome behaviour with sexual overtones.
Unwelcome social invitations, with sexual overtones commonly understood as flirting.
Unwelcome sexual advances which may or may not be accompanied by promises or threats, explicit or implicit.
Physical contact such as touching or pinching.
Caressing, kissing or fondling someone against her will (could be considered assault).
Invasion of personal space (getting too close for no reason, brushing against or cornering someone).
Persistently asking someone out, despite being turned down.
Stalking an individual.
Abuse of authority or power to threaten a person’s job or undermine her performance against sexual favours.
Falsely accusing and undermining a person behind closed doors for sexual favours.
Controlling a person’s reputation by rumour-mongering about her private life.
Aggrieved woman may make a complaint to ICC within 3 months of incident (ICC can condone delay if convinced of reasons)- u/s 9 of Act
Conciliation: U/s 10, at the request of the aggrieved woman, ICC may take steps to reach a non-monetary settlement before initiating enquiry u/s 11.
Enquiry u/s 11: ICC may enquire into complaint and submit report within 10 days of enquiry. If it is convinced that prima facie case exists, may make complaint to Police for FIR u/s 509 of IPC within 7 days of complaint.
| SR.NO | NAME & DESIGNATION | CAPACITY | IN COMPLIANCE OF |
|---|---|---|---|
| 1 | Smt. Surabhi Malik, IAS Registrar, MBSPU | Presiding Officer | S. 4(2)(a) |
| 2 | Dr. Harpal Kaur, Principal, Prof GS College of Physical Education, Patiala | Member | S. 4(2)(b) |
| 3 | Sh. SPS Grover, Finance Officer, MBSPU | Member | S. 4(2)(b) |
| 4 | Mrs Sukhbir Kaur, Librarian, Prof GS College of Physical Education, Patiala | Member | S. 4(2)(c) |