WOMAN’S DAY CELEBRATIONS
woman is behind for every successful person. Where women are worshiped there GOD lives. To implement it practically we celebrate Woman’s day every year in college seminar hall.
Performing dance on the eve of women’s day
In CJITS women’s welfare committee called maître was initiated by CJITS on 2012 February and conducted few Programmes which supports and strengthens women in various aspects.
AIMS AND OBJECTS OF THE WOMEN GRIEVANCE CELL
The objects of the Cell shall be :
(i) To prevent sexual harassment and to promote the general well‐being of female students, teaching and non‐teaching women staff of the University.
(ii) To provide appropriate working conditions in respect of work, leisure, health and hygiene to further ensure that there is no hostile environment towards women at work places and that no women employee has reasonable grounds to believe that she is disadvantaged in connection with her employment.
(iii) To provide guidelines for the redressal of grievances related to sexual harassment of female students, teaching and non‐teaching women staff of the University.
THE ROLE OF THE WOMEN’S WELFARE COMMITTEE
Ensure that victims and the eye witness are not discriminated or suffered for their complaint.
Ensure that proper action will be taken against the culprit.
MEETINGS OF THE CELL
(i) The Cell shall meet at least twice every academic year and the intervening period between two meetings shall not exceed six months.
PROCEDURE FOR INVESTIGATION OF COMPLAINTS
(i) complaints may be oral or in writing.
(ii) Any complaint in writing shall be signed by the person making the complaint. If the complaint is oral the same shall be documented in writing in detail by the Cell member to whom the complaint is made and shall not be acted upon till signed by the complainant. A Complaint
Register shall be maintained by the Complaints Committee. It should be a confidential document.
(iv) The complainant shall be afforded full confidentiality at this stage.
(v) In the event of the complaint being made to any member of the Cell, immediately upon receipt of the complaint, and within not more than ten working days, the member of the Cell to whom the complaint is made, shall communicate the same to the Chairperson of the Cell. However, if the complainant so desires, her name shall be kept confidential and shall not be divulged except to the Cell.
(vi) Within a period of three weeks from the date of such communication, the committee shall convene its meeting.
(vii) At the first meeting, which shall be held within three weeks of the receipt of the complaint, the complainant or at her request her representative, shall be heard. If a woman complainant specifically expresses a desire that she be allowed to depose in the presence of only women members of the Cell, the Cell shall hear the said complainant after the male members have withdrawn from the hearing. However, the complaint shall not be finally disposed off until after the male members of the Cell attend and participate in the decision making process. The Cell shall then decide whether the complaint deserves to be proceeded with. The complaint shall stand dropped, if according to the Cell, the complainant has not been able to disclose prima facie, an offence of sexual harassment.
(viii) In case, the Cell decides to proceed with the complaint, the wishes of the complainant shall be ascertained and if the complainant wishes that a warning would suffice, then the alleged offender shall be called to the meeting of the Cell, heard and if so satisfied that a warning is just and proper, it be recommended to the Vice Chancellor that he may be warned about his behavior. The matter shall then be treated as concluded with a recording, to that effect, made in the Complaint RegisteWith acceptance of the recommendation by the Vice Chancellor, he be warned about his behavior and necessary note be made into the Service Book of the employee/Record of the student including the Migration Certificate. The Cell should verify compliance of the action taken.
(ix) However, before proceeding with the enquiry, the Cell shall decide whether the delinquent deserves to be placed under suspension or prohibited from entering the premises pending enquiry, keeping in mind the nature and gravity of the misdemeanor complained of. In case the Cell comes to the conclusion that such an action is necessary
(x) The Cell shall accord fair and reasonable opportunity to the delinquent to defend himself and shall ensure observance of the principles of natural justice.
(xi) If the complainant wishes to proceed with the complaint beyond a mere warning to the delinquent, the delinquent shall be given in writing by the Cell an opportunity to explain within two weeks; why he should not for good and sufficient reasons be treated as guilty of his behavior and be not recommended to be punished for the act complained of. If the written explanation of the delinquent is not found to be satisfactory or if he does not provide any written explanation, the Cell shall recommend at the outset whether the offence deserves a minor or a major penalty.
(xii) In the event of the Cell coming to a decision that the delinquent be imposed a minor penalty, a specific minor penalty shall be recommended by the Cell to the Vice Chancellor who shall then expeditiously act on such recommendation.
PROTECTION AGAINST VICTIMIZATION
(i) In the event of the complainant being a student and the accused being a teacher, during the pendency of the investigation and inquiry and even after such an enquiry if the teacher is found guilty, the accused shall not act as an examiner for any examination for which the student appears.
(ii) In the event of the complainant and the accused both being employees, during the pendency of the investigation and inquiry, even after such an inquiry, if the accused is found guilty, the accused shall not write the Confidential Reports of the complainant, if he is otherwise so authorized.
PENALTIES AND PUNISHMENT FOR SEXUAL HARASSMENT
The Cell may recommend the following penalties on a person found guilty of sexual harassment:
A. An employee found guilty of sexual harassment shall be liable to receive the following penalties:
(i) Warning, Reprimand or Censure
(iii) Withholding of increments or promotion
(iv) Reduction to a post in the lower pay‐scale or to a lower stage of increment in his own pay‐scale.
(v) Compulsory retirement
(vi) Termination of service
(vii) Removal/dismissal from service
B. A student found guilty of sexual harassment shall be liable to receive the following penalties:
(ii) Written Apology
(iii) Bond of good behavior
(iv) Debarring entry into a hostel/campus/off‐campus
(v) Suspension for a specified period of time
(vi) With holding results.
(i) Debarring from examinations for a specified period of time
(ii) Expulsion from university
The College shall decide whether the person against whom a complaint of sexual harassment is made should be placed under suspension. An employee placed under suspension shall be entitled to subsistence allowance at the rates as applicable under the rules of discipline.
The College may direct that the person against whom a complaint of sexual harassment is made, be prohibited from entering the premises of the College during the pendency of the matter before the Committee.
Often such behavior goes unpunished mostly because of hesitation on the part of women to report such behavior out of a sense of shame or fear or both. It is important for women to protest against any behavior that they feel is unwanted and unacceptable. The women welfare Committee at christu jyothi institute of technology and sciences has been set up with the aim of providing women a platform to complain about any unwelcome behavior.
The committee members are listed below.