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Complaint Redressal Committee

Complaint Redressal Committee

Regional College of Management 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:

  • The Presiding Officer must be lady.
  • Five Academic Staff Members - of which 3 shall be Female members.
  • 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.


  • The Committee shall meet at least twice a year.
  • 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

  • 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.
  • 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.
  • 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.
  • 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.
  • 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, whereafter, an “Enquiry” shall be conducted.
  • 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.
  • 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

  • The Committee shall immediately proceed with the Enquiry and communicate the same to the complainant and person against whom complaint is made.
  • 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.
  • The complainant shall be provided with a copy of the written explanation submitted by the person against whom complaint is made.
  • 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.
  • 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.
  • The Committee shall call upon all witnesses mentioned by both the parties.
  • 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.
  • 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.
  • 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.
  • The disciplinary action will be commensurate with the nature and impact of the sexual harassment.

Click here to know more about the Complaint Redressal Committee of RCM.