Internal Complaints Committee (ICC)

Internal Complaints Committee (ICC)

Internal Complaints Committee (ICC)


In pursuance of UGC (Prevention, prohibition and redressal of sexual harassment of women employees and students in higher educational institutions) Regulations, 2015 read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and in partial modification of Office Order No. 449 dated 05.08.2016, Internal Complaints Committee (ICC) is reconstituted as under to deal with the complaints relating to Sexual harassment at work place.

Office Order:

The ICC comprises of the following members:


Presiding Officer

Dr. Rohini S. Bhalerao-Panajkar



Two faculty members

1.     Dr. Parikshit Mahalle

2.     Dr. Radhika Purandare




Two non-teaching employees

1.     Mrs. Aparna Subedar

2.     Mrs. Hemlata Bankar



A member from NGO or a person familiar with sexual harassment issues

 Prasanna Invally



Three Student nominees (if the matter involves students)

1.     Mr. Chirag Chatlani

2.     Ms. Nayan Chandak

3.     Mr. Ajinkya Ghawale


On receiving a complaint in the format given below, ICC shall conduct a preliminary enquiry to ascertain the truth in the allegations by collecting documentary evidence as well as recording statement of all possible witnesses including the complainant. ICC shall then submit the preliminary enquiry report to Director along with all the original documents attached to the preliminary enquiry proceedings. If the allegations are not in the nature pf sexual harassment, ICC may refer the complaints to the Grievance Redressal Cell or to the Registrar.

Where sexual harassment has occurred due to an act or omission by any third party or outsider, ICC shall take all steps necessary to assist the affected person in terms of support and preventive action.

ICC shall comply with the procedure prescribed in the UGC Regulations 2015 and the Sexual Harassment Act for inquiring into the complaint in a time bound manner.

If ICC concludes that the allegations made were false, malicious or the complaint was made knowing it to be untrue or forged or misleading information had been provided during the inquiry, the complainant shall be liable to be punished as per the relevant provision of the aforementioned UGC Regulations 2015.

Member Secretary/Chairperson ICC shall receive the complaints of sexual harassment, if any, on behalf of ICC and shall co-ordinate the deliberations of the ICC on the received complaints.

Who can approach ICC for help?

Any female employee (faculty, student or staff) of VIIT or any female, who is not from VIIT but has experienced the harassment, perchance, on the campus.

Definition of Sexual Harassment:

“Sexual Harassment” includes any unwelcome sexually inclined behaviour, whether directly or indirectly, such as:

  • Physical contact and advances
  • Demand or request for sexual favours
  • Sexually colored remarks
  • Showing any pornographic content,
  • Or any other unwelcome physical, verbal or non-verbal conduct of sexual nature/overtones

What are the possible actions that can be taken against the respondent?

  • Warning
  • Written Apology
  • Bond of good behavior
  • Adverse remark in the confidential report
  • Stopping of increments/promotion
  • Suspension
  • Dismissal
  • Any other relevant actions

Note: The actions will be decided depending on the merit and severity of the case by the college management, based on the recommendations given by ICC.

If you think you are harassed or being harassed, what should you do?

Mail to This email address is being protected from spambots. You need JavaScript enabled to view it.

To know more about ICC procedures, click here:

For format of ICC complaint, click here:

You may also refer to

Note: Your complaint will be kept fully CONFIDENTIAL.

Process of inquiry:

  1. The inquiry shall be completed within a period of ninety days from the date of the complaint
  2. On completion of the inquiry, the ICC shall provide a report of its findings to the employer within a period of ten days from the date of completion of the inquiry and the report shall be made available to the concerned parties
  3. If the allegations against the respondent have been proved, ICC shall recommend punitive actions to be taken against the respondent to the employer
  4. The employer shall act upon the recommendations within sixty days of receiving the same

Useful Documents/Notices: