I.T.S. College of Health and Wellness Sciences, Greater Noida

Internal Complaints Committee (ICC)

Formulated in accordance with UGC (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Educational Institutions) Regulations, 2015 & POSH Act, 2013

Policy & Constitution Grievance Redressal Mechanism Process of Enquiry Interim Redressal Action Against Frivolous Complaint Consequences of Non-Compliance Complaint Form

1. Policy & Constitution of Internal Complaints Committee (ICC)

Zero-Tolerance Policy Statement

I.T.S. College of Health & Wellness Sciences (ITSCHWS) is committed to maintaining an environment free from discrimination, harassment, retaliation, and sexual misconduct. The institution publicly enforces a Zero-Tolerance Policy towards any form of sexual harassment involving students, teaching faculty, non-teaching staff, interns, or visitors across the campus.

Scope & Jurisdiction of Campus

The policy applies to all acts of sexual harassment occurring within the primary campus, extended premises, transport facilities provided by the college, clinical training sites, field trips, internships, sports meet, and official academic/cultural events.

Constitution of the Internal Complaints Committee (ICC)

In compliance with Regulation 4 of the UGC Regulations 2015, the ICC of ITSCHWS is constituted as follows:

S.No.	Name	Designation	Contact Number	Role in ICC
1	Dr. Priyadarshani Bhat	Senior Faculty	9868817840	Presiding Officer
2	Dr. Manika Goel	Faculty Member	9259381860	Member
3	Dr. Nishant	Faculty Member	9580547790	Member
4	Dr. Gunjan Dewan	Faculty Member	9810833806	Member
5	Ms. Kavita	Librarian	9813348271	Member
6	Mr. Nirbhay Singh	Staff Member	6397954117	Member
7	Mr. Naresh Kumar	Advocate/Lawyer	9350073930	External Member
8	Ms. Nitisha	Student	9319914125	Student Representative
9	Ms. Swati	Student	9389524366	Student Representative
10	Mr. Raj	Student	6300762502	Student Representative

Definition of Sexual Harassment

Under the UGC Regulations 2015, sexual harassment includes any unwelcome physical, verbal, or non-verbal conduct of a sexual nature, demands/requests for sexual favors, sexually colored remarks, physical contact, showing pornography, or creating an intimidating/hostile learning and working environment.

Complaint Redressal Process & Timelines

The complete step-wise process and timelines are given under Grievance Redressal Mechanism below.

Penalties & Disciplinary Action

For Employee Offender: Misconduct proceedings as per institute service rules, including warning, withholding increments, suspension, or termination.
For Student Offender: Disciplinary measures under college rules, including withholding privileges (library, hostel, transportation), suspension, rustication, or expulsion.
Protection Against Victimization: Complete confidentiality of the complainant, respondent, and witnesses is maintained throughout and after the inquiry.

Support & Preventive Measures Installed at ITSCHWS

Women's Development Cell (WDC): Conducts regular gender-sensitization workshops, orientation sessions, and awareness drives.
Campus Safety & Infrastructure: Adequate lighting in all corridors and common areas, female security personnel, and full-time professional counseling services.
Public Self-Disclosure: Prominent display of ICC contact details, emergency helpline numbers, and grievance drop-boxes on notice boards and the college website.

ICC Emergency Contact & Helpline

Presiding Officer: +91-9868817840 | Email: icc@itschws.edu.in
Campus Helpline (24x7): +91-6397954117
National Women Helpline: 1091 / 112

2. Grievance Redressal Mechanism

Incident Occurs → the aggrieved person may initiate the following process:

Submission of Written Complaint

Aggrieved person (or relative/friend in case of inability) submits complaint to ICC within 3 months.

Notice to Respondent

ICC forwards a copy of the complaint to the respondent within 7 working days.

Response Submission

Respondent files reply along with list of documents and witnesses within 10 working days.

Conciliation / Inquiry

Conciliation option without monetary settlement.
If inquiry proceeds, ICC completes it within 90 days.

Inquiry Report & Action

ICC submits report to Executive Authority/Principal within 10 days of completion.
Executive Authority acts on recommendations within 30 days.

3. Process of Conducting an Enquiry and Making a Complaint

Receipt of Written Complaint

Timeline: The aggrieved individual must submit a written complaint within 3 months from the date of the incident (or from the date of the last incident in case of a series of events).
Extension: The ICC may extend the time limit by up to another 3 months if reasonable circumstances prevented filing on time.
Assistance & Third-Party Filing: If the complainant is unable to write, the Presiding Officer or ICC members must render assistance. In cases of physical or mental incapacity (or death), relatives, friends, co-students, or colleagues may file on the victim's behalf.

Notice & Response from the Respondent

Serving Notice: Within 7 working days of receiving the complaint, the ICC forwards one official copy of the complaint to the respondent.
Submission of Reply: The respondent must file a formal written response within 10 working days from receiving the copy, complete with a list of supporting documents and contact details of witnesses.

Option for Conciliation (Pre-Inquiry)

Before initiating a formal inquiry, the ICC may, at the request of the aggrieved party, initiate a conciliation process to resolve the matter amicably.
Strict Rule: No monetary settlement can be made as a basis of conciliation.
If a settlement is reached, the ICC records it, forwards it to the Executive Authority (Principal/Director) for implementation, and closes the case. If no conciliation is sought or reached, the committee proceeds directly to a formal inquiry.

Provision of Interim Redressal (During Pendency)

During the inquiry process, the ICC may recommend interim relief to the Executive Authority to protect the complainant or witnesses from intimidation or victimization:

Granting leave to the aggrieved party up to 3 months (without affecting attendance/academic requirements).
Transferring either the complainant or the respondent to a different department, class, or administrative section.
Restraining the respondent from evaluating or examining the complainant's tests, examinations, or academic/work performance.
Restraining the respondent's entry into the campus if there is a perceived threat.

Conducting the Formal Inquiry

Principles of Natural Justice: Both parties must be given a fair and equal opportunity to present their case, produce evidence, and examine witnesses. Neither party is allowed legal representation before the ICC during the proceedings.
Confidentiality: The identity of the victim, witnesses, respondent, and details of the proceedings must remain strictly confidential and must not be published or disclosed.
Inquiry Completion Timeline: The entire inquiry process must be completed within 90 days from the date the complaint was received.

Submission of Inquiry Report & Recommendations

Within 10 days of completing the inquiry, the ICC must submit a detailed report containing its findings and recommendations to the Executive Authority (Principal/Management), and copies must be served to both parties:

If Allegations are Substantiated: The ICC recommends specific disciplinary punishments — For Employee: penalty under service rules (e.g., written apology, withholding increments, suspension, termination). For Student: penalty under college rules (e.g., withholding privileges, suspension, rustication, or expulsion).
Compensation: Determination of financial compensation payable by the offender to the victim.
If Allegations are Unsubstantiated: The committee recommends no further action.
Frivolous / Malicious Complaints: If an inquiry reveals that the complaint was intentionally false or malicious, the ICC may recommend disciplinary action against the complainant (mere inability to prove an allegation does not constitute a malicious complaint).

Final Action & Implementation

Execution: The Executive Authority of the college must act upon the recommendations of the ICC within 30 days of receiving the inquiry report.
Appeals Process: Either party has the right to file an appeal against the findings or recommendations before the Executive Authority within 30 days from the date the recommendations were served.

4. Interim Redressal

Under the UGC (Prevention, Prohibition and Redressal of Sexual Harassment) Regulations, 2015 and the POSH Act, 2013, the Internal Complaints Committee (ICC) of a college is empowered to recommend interim supportive measures to protect the complainant, witnesses, and the integrity of the inquiry process.

1. Academic & Administrative Support (For Students)

Attendance Relief: Granting the complainant permission to miss classes/lectures without penalty, or waiving minimum attendance requirements during the inquiry period.
Academic Evaluation Protection: Restraining the respondent (if a faculty member or examiner) from evaluating the complainant's answer sheets, assignments, thesis, viva, or clinical assessments.
Assignment of Alternative Guides: Re-allocating academic guides, research supervisors, or clinical mentors if the respondent holds a position of academic authority over the victim.
Rescheduling Examinations: Allowing the complainant to re-appear for mid-term or internal assessments that were missed due to distress or inquiry proceedings.

2. Physical & Spatial Separation

Class/Section Relocation: Transferring either the complainant or the respondent to a different section, batch, or lab group to eliminate daily contact.
Campus Movement Restrictions: Restraining the respondent from entering specific academic blocks, library sections, cafeteria areas, or clinical departments frequented by the complainant.
Hostel Re-allocation: Moving either party to a different hostel block, wing, or campus accommodation facility to ensure personal safety after hours.

3. Leave & Employment Protection (For Employee Complainants)

Special Leave: Recommending leave of up to 3 months to the aggrieved person (in addition to their regular leave entitlement) during the inquiry process.
Workplace Transfer: Transferring an employee complainant or respondent to another administrative unit, department, or campus.
Protection Against Retaliation: Issuing a formal warning against appraisal downgrades, adverse confidential reports, or threat of termination/expulsion during the inquiry.

4. Psychological & Well-being Support

Counseling Services: Facilitating access to professional, confidential psychological counseling on campus or through external experts arranged by the institution.
Medical Assistance: Coordinating medical aid and health check-ups if physical or psychological trauma is involved.

5. Safety & Security Measures

Security Escorts: Directing campus security to ensure safe transit for the complainant between hostel rooms, classrooms, and transport points.
No-Contact Orders: Issuing a strict advisory restraining the respondent, their friends, or family from contacting the complainant or witnesses physically, telephonically, or via social media.

5. Action Against Frivolous Complaint

Under Regulation 11 of the UGC Regulations 2015 and Section 14 of the POSH Act 2013, specific guidelines govern action against false or malicious complaints to prevent misuse of the law while protecting genuine victims.

1. Key Legal Threshold

Malicious Intent Must Be Proven: Action can only be taken if the inquiry establishes that the allegation was made knowing it to be untrue, false, malicious, or based on forged/misleading documents.
Inability to Prove ≠ Malicious Complaint: The mere inability to substantiate a complaint or provide adequate proof does not attract punitive action. Malicious intent must be explicitly established through a proper inquiry.

2. Punishments for Frivolous Complaints

If malicious intent or fabrication is proven through the inquiry process, the complainant is subject to penalties based on their status in the institution:

A. If the Complainant is an Employee

Disciplined as per the service rules of the institution, which may include:

Written apology or official reprimand / censure.
Suspension or withholding of salary increments/promotions.
Termination or dismissal from service in severe cases of deliberate fabrication.

B. If the Complainant is a Student

Subject to student disciplinary rules, which may include:

Written warning or reformative measures (e.g., mandatory community service or counseling).
Withholding of academic privileges (access to library, identity card, hostel, campus transit, or scholarships).
Suspension from classes/campus for a specified period.
Expulsion and striking off the student's name from the institute rolls.

3. Procedural Requirement

The ICC cannot penalize a complainant summarily. Any recommendation for action against a false complaint requires:

Completion of a formal inquiry following the principles of natural justice.
Recording explicit, written findings demonstrating clear intent to misrepresent or fabricate evidence.
Submission of recommendations to the Executive Authority (Principal/Management) for implementation.

6. Consequences of Non-Compliance

Under Regulation 12 of the UGC Regulations, 2015, higher educational institutions (HEIs) that willfully contravene or repeatedly fail to comply with the obligations for preventing, prohibiting, and redressing sexual harassment face severe administrative, financial, and academic penalties imposed by the University Grants Commission.

Key Consequences of Non-Compliance

Withdrawal of Fitness for Grants: Cancellation of the institution's declaration of fitness to receive financial grants under Section 12-B of the UGC Act, 1956.
Removal from UGC Recognized Lists: Removal of the college or university's name from the official list maintained under Section 2(f) of the UGC Act, 1956.
Withholding Financial Assistance: Immediate withholding of allocated grants and declaring the institution ineligible for any general or special financial assistance schemes run by the UGC.
Public Advisory & Blacklisting: Publication of notices in prominent national newspapers, media, and the UGC official website declaring that the institution fails to maintain a zero-tolerance policy against sexual harassment.
Recommendation for Disaffiliation: Recommending to the affiliating university (e.g., ABVMU) to withdraw the college's academic affiliation.
Statutory Penalties: Imposition of additional administrative or financial penalties under the provisions of the University Grants Commission Act, 1956, until full compliance is demonstrated.

Mandatory Procedural Safeguard

Before taking any punitive action under these regulations, the UGC is required to give the institution a formal notice, an opportunity to explain its position, and a fair hearing.

Want to file a complaint? Fill the official complaint form and submit it to the ICC.

Open ICC Complaint Form