Latest news with #SexualHarassmentofWomenatWorkplace(Prevention
News18
3 days ago
- General
- News18
UGC Asks Colleges To Submit Compliance Reports On Sexual Harassment Prevention Guidelines
Last Updated: The UGC has directed all higher educational institutions to upload their 2024–25 sexual harassment prevention compliance reports on the SAKSHAM and UAMP portals. The University Grants Commission (UGC) has asked all higher educational institutions (HEIs) to submit compliance reports on measures taken to prevent sexual harassment on campuses. The details for the 2024–25 academic year must be uploaded on the ( and the UAMP portal ( The UGC reminded institutions of their statutory obligations under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, and the UGC Regulations of 2015. These laws and regulations are designed to ensure a safe, secure, and dignified environment for women in educational spaces and workplaces. Mandatory Measures For HEIs The UGC has reiterated several key actions that institutions must take: Establish Internal Committees: Institutions must form an Internal Complaints Committee (ICC) and a special women's cell to address cases of sexual harassment and conduct gender sensitisation. Create Awareness: Colleges should display banners, posters, and educational material to inform students and staff about how to prevent and report harassment. Publicise Support Channels: Names and contact details of ICC members must be publicly posted. Institutions must also display helpline numbers (Women's Helpline 181, Emergency Response 112), and a toll-free line for complaints. These steps are part of the UGC's ongoing effort to ensure educational institutions remain safe spaces, particularly for women. The commission emphasised that these regulations are binding on all institutions and failure to comply will invite strict action.
New Indian Express
6 days ago
- New Indian Express
Police office staff gets no relief in POSH Act probe in Tamil Nadu
MADURAI: The Madurai Bench of Madras High Court has refused to quash disciplinary proceedings initiated against a section superintendent in Madurai District Police Office (DPO) in 2020 for allegedly sexually harassing two women colleagues. Justice B Pugalendhi passed the order recently while disposing of a petition filed by the section superintendent challenging the charge memo and the appointment of inquiry officer. The petitioner contended that according to the complainants, the alleged incident was said to have taken place in 2006 but the complaints were lodged only in 2019 and were therefore hit by limitation under section 9 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Justice Pugalendhi pointed out that one of the victims had stated in her complaint that the petitioner continuously harassed her since 2006 and thus, the complaint is not barred by limitation. He also observed that the petitioner's apprehensions regarding the inquiry officer were unwarranted.
Time of India
6 days ago
- Time of India
HC rejects plea against disciplinary action in sexual harassment case
Madurai: Madras high court has denied relief to a section superintendent in the district police office in Madurai district, who challenged the disciplinary proceedings initiated against him based on a sexual harassment complaint by two women staff. The court directed the inquiry officer to give his findings independently, uninfluenced by the rank or designation of the persons providing evidence. The court was hearing the petition filed by G Thirupathi Prabhakar. Two women staff lodged a complaint stating that the petitioner sexually harassed them. Based on their complaints, an internal committee was constituted under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The committee conducted an inquiry and found that the allegations against the petitioner were prima facie made out and submitted its report to the head of the department. Based on the committee's report and the victims' complaint, disciplinary proceedings were initiated against the petitioner by issuing a charge memo in 2020. The petitioner filed the present petition in 2021, challenging the charge memo and the appointment of the inquiry officer. Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Thị trường có dấu hiệu suy thoái không? IC Markets Đăng ký Undo The petitioner submitted that the charge memo was issued based on the internal committee report. The committee was headed by a senior officer, as the chairperson. In the disciplinary proceedings, the chairperson was named as one of the witnesses. The inquiry officer is an officer subordinate to the chairperson. If any evidence is given by the chairperson, being the superior officer, the inquiry officer may proceed against the petitioner. The state submitted that the petitioner sexually harassed the women staff, and it continued from 2006 onwards. The complaint was lodged along with a CD, which exposed the nature of harassment. The petitioner was already awarded a punishment of postponement of increment for two years in connection with another departmental proceeding. Justice B Pugalendhi observed that the petitioner apprehends that the inquiry officer, being a subordinate officer to the chairperson, would be influenced by evidence. The apprehension of the petitioner is unwarranted. In any event, it is made clear that the inquiry officer has to give his findings independently, based on the available materials, uninfluenced by the rank or designation of the persons providing evidence, the judge observed and disposed of the petition.
The Hindu
27-05-2025
- Politics
- The Hindu
Efforts on to ensure ICCs in all govt. departments
The Social Welfare Department has strengthened its efforts to ensure that all government and private companies set up an Internal Complaints Committee (ICC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Following the 2024 Supreme Court ruling mandating strict implementation of the POSH Act guidelines, the department has so far briefed the School Education Department, Higher Education Department, Labour Department, and the Revenue Department to set up the committee in their institutions. 'It is necessary that awareness regarding sexual harassment at workplaces is improved. There are still many who are not aware of these norms, and hence, the safety of women at workplaces is compromised,' a senior Social Welfare official said. Stating that the department has seen an increase in reports on ICCs since 2022, the official said, 'We have received over 48,000 annual reports of ICCs present in Chennai last year compared to the 3,000 reports we received in the 2022-2023 financial year.' The department is now focusing on ensuring the establishment of ICCs in the government sector before moving to private institutions. Further, institutions that have not set up an ICC will be levied a fine of ₹50,000. on institutions that haven't set up an ICC. 'Any organisation or society with more than 10 employees should have an ICC set up, the official added.
New Indian Express
06-05-2025
- Politics
- New Indian Express
GCC to form internal complaints committees in all 15 zones to address POSH complaints
CHENNAI: GCC Commissioner J Kumaragurubaran has issued orders to all 15 zones to establish Internal Complaints Committees (ICCs) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 at the zonal level. The decision comes in response to a TNIE report exposing alleged sexual harassment of sanitary workers in Ward 84 of the Ambattur zone. Currently, ICCs function only at the head office and regional-level offices in the north, central, and south regions. The new directive mandates setting up of similar committees at the zonal level to ensure grievances are addressed closer to where they occur, including for frontline workers and sanitary staff. The directive states that each ICC must have at least four members, with a minimum of 50% being women, and should be chaired by a senior female officer of the respective zone. Members must include individuals committed to the welfare of women. The committees will be responsible for addressing complaints filed by women employees from all offices within their jurisdiction, including zonal, divisional, and ward offices. The GCC has also instructed that details of ICC members-names, designations and contact numbers must be displayed on notice boards in all above-mentioned offices.
