In today’s India, there has been an increase in introducing an institutional mechanism to deal with sexual harassment cases at work place as per Vishakha guidelines (1997) in the aftermath of various incidents of sexual harassment. Vishaka Guidelines were stipulated by the Supreme Court of India, in Vishaka and others vs. State of Rajasthan case in 1997, regarding sexual harassment at workplace. The court stated that these guidelines were to be implemented until legislation is passed to deal with the issue.
The guidelines suggest creation of a complaint mechanism for redressing complaints. The complaints committee should be headed by a woman and half of its members should be women. To prevent the possibility of any undue pressure or influence, the committee should involve a third party, either an NGO or anybody who is familiar with sexual harassment issues.
The University Grants Commission (UGC) has issued circulars since 1998, to all the universities, advising them to establish a permanent cell and a committee to develop guidelines to combat sexual harassment, violence against women and ragging at the universities and colleges. It has further advised the universities to be proactive by developing a favorable atmosphere on the campus, where the status of a woman is respected and they are treated with respect. In lieu with the above guidelines Saheed HAsan Khan Mewati, Govt. medical College has constituted a Committee against Sexual Harassment in 2012 which will be for both employees and students of the Institute.
It shall be the duty of the employer or other responsible persons in work places or other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts, of sexual harassment by taking all steps required.
For this purpose, sexual harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as:1. Physical contact and advances.
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 including recruiting or promotion or 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.
The Committee consists of members of the faculty, legal expert, service staff and students representatives.
|Contact Person||Contact No.|
|Dr. Namita Mehrotra (Chairperson)||+firstname.lastname@example.org|
|Dr. Neetu Aroraemail@example.com|
|Dr. Sangeeta Bhattacharyafirstname.lastname@example.org|
|Dr. Hitesh Chawlaemail@example.com|
|Dr. Nishtha Sainifirstname.lastname@example.org|
|Dr. Jyoti Malikemail@example.com|
|DR. Saim Hasanfirstname.lastname@example.org|
|Ms. Geeta Raniemail@example.com|
|Mr Rajinder Kumar Chimpafirstname.lastname@example.org|
|Ms Sunita Budhirajaemail@example.com|
The following are also considered as sexual harassment and is covered by the committee:1. Eve-teasing