Page 984 - Compendium of UGC Regulations 1957-2023

Regulations pertaining to Student’s Grievance Redressal, Promotion of Equity, Anti-Ragging Measures, and
Prevention of Sexual Harassment etc.:

(h) include in its prospectus and display prominently at conspicuous places or Notice
Boards the penalty and consequences of sexual harassment and make all sections of the
institutional community aware of the information on the mechanism put in place for
redressal of complaints pertaining to sexual harassment, contact details of members of
Internal Complaints Committee, complaints procedure and so on. Any existing body
already functioning with the same objective (like the Gender Sensitization Committee
Against Sexual Harassment (GSCASH)) should be reconstituted as the ICC; Provided
that in the latter case the HEI shall ensure that the constitution of such a Body is as
required for ICC under these regulations. Provided further that such a Body shall be
bound by the provisions of these regulations;
(i) inform employees and students of the recourse available to them if they are victims of
sexual harassment;
(j) organise regular orientation or training programmes for the members of the ICC to deal
with complaints, steer the process of settlement or conciliation, etc., with sensitivity;
(k) proactively move to curb all forms of harassment of employees and students whether
it is from those in a dominant power or hierarchical relationship within HEIS or owing
to intimate partner violence or from peers or from elements outside of the geographical
limits of the HEI;
(l) be responsible to bring those guilty of sexual harassment against its employees and
students to book and initiate all proceedings as required by law and also put in place
mechanisms and redressal systems like the ICC to curb and prevent sexual harassment
on its campus;

(m) treat sexual harassment as a misconduct under service rules and initiate action for
misconduct if the perpetrator is an employee;

(n) treat sexual harassment as a violation of the disciplinary rules (leading up to rustication
and expulsion) if the perpetrator is a student;

(o) ensure compliance with the provisions of these regulations, including appointment of
ICC, within a period of sixty days from the date of publication of these regulations;
(p) monitor the timely submission of reports by the ICC;
(q) prepare an annual status report with details on the number of cases filed and their
disposal and submit the same to the Commission.
3.2 Supportive measures.-(1) The rules, regulations or any such other instrument by which ICC
shall function have to be updated and revised from time-to-time, as court judgments and
other laws and rules will continue to revise the legal framework within which the Act is to be
implemented.
(2) The Executive Authority of the HEIs must mandatorily extend full support to see that
the recommendations of the ICC are implemented in a timely manner. All possible
institutional resources must be given to the functioning of the ICC, including office and
building infrastructure (computers, photocopiers, audio-video, equipment, etc.), staff
(typists, counselling and legal services) as, well as a sufficient allocation of financial
resources.

(3) Vulnerable groups are particularly prone to harassment and also find it more difficult
to complain. Vulnerability can be socially compounded by region, class, caste, sexual
orientation, minority identity and by being differently abled. Enabling committees must
be sensitive to such vulnerabilities and special needs.

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University Grants Commission