Sexual Harassment Disclosure

Jahangirabad Institute of Technology

(Jahangirabad Educational Trust Group of Institutions)

Jahangirabad Fort, Jahangirabad, Barabanki, Uttar Pradesh, India-225203

Sexual Harassment


The  Jahangirabad  Institute  of Technology  has  committed  itself  to  provide  a  congenial  and conducive atmosphere in which students, teachers and non-teaching staff can work together in an environment free of violence, harassment, exploitation and intimidation. This includes all forms of gender violence, sexual harassment, and discrimination on the basis of gender. Every member is expected to be aware of the commitment to the right to freedom of expression and association, it strongly supports gender equality and opposes any form of gender discrimination and violence. The Supreme Court of India, in a landmark judgment in August 1997 stated that every instance of sexual harassment is a violation of “Fundamental Rights” under the various rules defined by the Indian Government. Another Supreme Court Judgment in January 1999 has stated that sexually harassing behavior “needs to be eliminated as there is no compromise on such violations”. The Supreme Court further reiterated that sexual harassment “is a violation of the fundamental right to gender equality and the right to life and liberty”.

  • An anti-sexual harassment cell to be made functional with at least two senior women on the committee.
  • An anti-sexual harassment policy to be adopted and publicized.
  • An affidavit to be submitted by each student declaring that such a policy is adopted and the anti – sexual harassment cell is operative.

The Supreme Court judgment of 1997 makes it obligatory for every employer and other responsible persons to follow the guidelines laid down by the Court and to evolve a specific policy to combat sexual harassment in the workplace.

Declaration of the Committee-

Jahangirabad Institute of Technology, value the dignity of every individual, enhance the development of its human resources, guarantee full respect for human rights, ensures the full enforcement of “Fundamental Rights” under the various rules of the Constitution of India , and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or education. Towards this end, all forms of sexual harassment in the employment, education or training environment are hereby declared unlawful as defined by the rules of Indian Constitutes and AICTE (All India Council for Technical Education).


  • To evolve a mechanism for the prevention and redressed of sexual harassment cases and other acts of gender based violence in the institution.
  • To ensure the implementation of the policy in letter and spirit through proper reporting of the complaints and their follow-up procedures.
  • To provide an environment free of gender-based discrimination.
  • To ensure equal access of all facilities and participation in activities of the college
  • To create a secure physical and social environment which will deter acts of sexual harassment
  • To promote a social  and  psychological  environment  that  will raise  awareness  about sexual harassment in its various forms.


For this purpose, sexual harassment includes such unwelcome sexually determined behavior (whether directly or by implication) as:

  • Physical contact and advances;
  • A demand or request for sexual favors;
  • Sexually colored remarks;
  • Showing pornography;
  • Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

Where any of these acts is committed in circumstances where-under the victim of such conduct has a reasonable apprehension that in relation to the victim’s employment or enrollment in the institution whether she is students, or drawing salary, or honorarium or otherwise, such conduct can be humiliating and may constitute a health and safety problem. It is discriminatory for instance when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work or studentship including recruiting or promotion or academics when it creates a hostile work environment. Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto.

Composition of the Anti – Sexual Harassment Committee

The Committee shall be headed by a senior woman of the college and shall be designated as the “Chairperson”.

The committee shall have two senior women members, at least one senior male teaching faculty member, at least one woman administrative staff.

The committee  shall  have  three nominated girl student representatives. The committee shall have Principal and one nominated person from the management, as its members.

The committee shall include, subject to acceptance, the Inspector of Police of the jurisdictional police station the committee shall include a parent of a girl student of the college.


It will be the responsibility of the committee to take preventive steps-

  • To facilitate a safe environment that is free from sexual harassment
  • To promote behavior that creates an atmosphere that ensures gender equality and equal opportunities


  • To ensure that the mechanism for registering complaints is safe, accessible and sensitive
  • To take cognizance of complaints about sexual harassment, conduct enquiries, provide assistance and redress to the victims, recommend penalties and take action against the harasser, if necessary.
  • To advise the competent authority to issue warnings or take the help of the law to stop the harasser, if the complainant consents.
  • To seek medical, police and legal intervention with the consent of the complainant.
  • To make arrangements for appropriate psychological, emotional and physical support (in form of counseling, security and other assistance) to the victim if so desires.


The Committee shall meet as and when any complaint is received by it. Complaint may be received by any member of the committee.

The  Committee  may direct  the  complainant  to  prepare  and  submit  a  detailed  statement  of incidents if the written complaint lacks exactness and required particulars, within a period of two (02)  days  from  such  direction  or  such  other  time  period  that  the  Committee  may  decide. The Committee shall direct the accused Student(s)/employee(s) to prepare and submit a written response to the complaint / allegations within a period of four (04) days from such direction or such other time period as the Committee may decide.

Each party shall be provided with a copy of the written statement(s) submitted by the other. The  Committee  shall  conduct  the  proceedings  in  accordance  with  the  principles  of  natural justice. It shall allow both parties reasonable opportunity of presenting their case. However, should the accused choose not to participate in the proceedings, the Committee shall continue ex parte.

The Committee shall allow both parties to produce relevant documents and witnesses to support their case. Documents produced by either party shall be affixed with that party’s signature to certify the document as original / true copy.

The party against whom the document / witness is produced shall be entitled to challenge / cross- examine the same.

The Committee shall sit on a day-to-day basis to record and consider the evidence produced by both parties.

As far as practicable, all proceedings of the Committee shall take place in the presence of both parties.

Minutes of all proceedings of the Committee shall be prepared and duly signed by the members of the Committee.

The Committee shall make all efforts to complete its proceedings within a period of fifteen (15) days from the date of receipt of complaint.

The Committee shall record its findings in writing supported with reasons and shall forward the same with its recommendations, to the Principal/Management, within a period of five (05) days from completion of the proceedings before it. In case the Committee finds that the facts disclose the commission of a criminal offence by the accused person, this shall be specifically mentioned in the Committee’s report.

If, in the course of the proceedings before it, the Committee is satisfied that a prima facie case of sexual harassment is made out against the accused student(s)/employee(s) and that there is any chance of the recurrence of any such action, or that it is required to do so in the interests of justice, it may, on the request of the complainant or otherwise, disciplinary action could be initiated in the form of:-

  • Warning
  • Written apology
  • Bond of good behavior
  • Adverse remarks in the confidential report
  • Denial of membership of statutory bodies
  • Denial of re-admission
  • Suspension
  • Dismissal
  • Any other relevant mechanism

If, in the course of the proceedings before it, the Committee is satisfied that any person has retaliated against / victimized the complainant or any person assisting the complainant as a result of the complaint having been made or such assistance having been offered, the Committee shall report   the   same   in   writing,   to   the   Principal/Management,   with   reasons   and   with recommendations of the action to be taken against such person.

If, at the culmination of the proceedings before it, the Committee is satisfied that the complainant has knowingly brought false charges of sexual harassment against any person, it shall report the same in writing to the Principal/Management, with reasons and with recommendations of the action to be taken against such person.