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Internal Complaint Procedure

Internal Complaint Procedure

The Internal Complaints Committee is responsible for addressing grievances related to abuse and harassment. It is constituted under the POSH Act 2013.

"Sexual harassment" includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely:

  • Physical contact and advances; or
  • A demand or request for sexual favours; or
  • Making sexually coloured remarks; or
  • Showing pornography; or
  • Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

Composition of the Team

  • Representative from staff- UG (2)
  • Representative from non-teaching – UG (2)
  • Representative from students UG (3)
  • Women representative from an NGO (1)
  • Chairperson

(At least ONE lady member from all sections. The term of office will be for one year. The chairperson will be a woman faculty and will be elected by members of the committee from amongst themselves.) Rules and procedures of gender sensitization committee against sexual harassment.

Meetings: The committee shall meet at least once every Quarter or as deemed necessary. Minutes of all meetings shall be recorded.

Registration of Complaints

Despite the preventive efforts made by the committee, if any incidents of sexual harassment occur, registration of complaints shall follow the following procedures:

1
Complaints can be lodged directly with any member of the committee. The person to whom the complaint is made should bring it to the notice of the committee within 2 working days of receiving it.
2
As far as possible, attempt should be made to explore whether mediation or conciliation can provide a suitable solution to the case. This should be desirable in so far it can spare trauma of formal procedure for both the complainant and the accused.
3
The complaint may be oral or in writing. If the complaint is oral, it shall be reduced in writing by the committee or the member who has received the complaint with the signature of the complainant.
4
A complaint should be lodged within four weeks of the incident. In extraordinary circumstances, this could be extended to four months.
5
The committee shall study the complaint and may hear both the complainant and the accused and other involved parties to determine if an enquiry should be instituted. If so, then an enquiry committee will be formed from the committee consisting of not less than 3 persons or not more than 5 persons. 50% of this committee will be women.
6
The process shall be complainant friendly and quick in its decision regarding whether the matter needs to be enquired into or can be taken care of by counselling or mediation.
7
At no time in the complaints receiving or recording procedure shall the past sexual history of the complainant be probed into.
8
The complainant may withdraw his/her complaint in writing at any time while receiving during/enquiry procedure. In such case, the procedure shall be terminated. If the committee feels or has enough reason to believe that the withdrawal is the consequence or effect of cohesion/ intimidation/ threat exerted by the accused or any person on his/her behalf, the enquiry proceedings shall continue.
9
The enquiry committee shall complete the enquiry in the shortest possible time not exceeding 3 months from the date of complaint.
10
The enquiry committee shall provide reasonable opportunity to the complainant and the accused for presenting/ defending their case.
11
The enquiry committee shall then submit a detailed report to the main committee in which it shall communicate its findings based on its investigation.
12
The main committee along with the enquiry committee will then forward its findings and recommendations to the management for further action.

Safeguarding Policy

Loyola College, Manvi, is committed to ensuring the safety and well-being of its students and vulnerable adults. Safeguarding is a key priority, integrated into all aspects of the curriculum and college experience. This policy applies to all staff, volunteers, and administrators associated with the college.

At Loyola College, Manvi, every individual is valued and respected. Safeguarding means creating a safe environment for students and vulnerable adults by:

  • Promoting student welfare
  • Preventing abuse
  • Seeking justice in handling abuse cases
  • Challenging misuse of power while ensuring safe reintegration into society
  • Using non-stigmatizing language in all processes involving students and vulnerable adults
  • Encouraging reformation to reduce repeated offenses

Our goal is to empower young people through quality education while promoting academic excellence.

Scope of the Policy

This policy applies to all individuals associated with Loyola College, Manvi, including staff, management, volunteers, and anyone working on behalf of the college. It covers academic, extracurricular, and outreach activities. The policy sets minimum standards to create a safe environment, protecting students and vulnerable adults from sexual exploitation, harassment, and all forms of abuse. Preventive measures are given high priority to avoid such incidents.

Clarification of Terms

The following terms are used in this policy:

Abuse

Intentional harm or injury to another person physically, emotionally, or psychologically.

Abusive Behaviour

Actions or language meant to harm, control, or intimidate someone.

Delinquent

A person accused of misconduct or abuse.

Adult

A person aged 18 or older.

Child

A person below 18 years of age.

Allegations

Claims of misconduct or abuse that require investigation.

Complainant

The person who raises concerns or reports abuse.

Emotional Abuse

Non-physical actions that manipulate, demean, or control another person, causing psychological harm.

ICC Cell

The Internal Complaints Committee, responsible for handling abuse and harassment complaints under the POSH Act 2013.

Grievance Cell

A designated group that addresses complaints and concerns.

Students

Individuals enrolled in educational programs at the college.

Vulnerable Adults

Adults at higher risk of abuse due to age, disability, illness, or dependence on others.

Staff

Employees or individuals working under the college's direction, including full-time, part-time, and temporary personnel.

Sexual Assault

Any non-consensual sexual act or behaviour.

Sexual Harassment

Includes:

  • Physical contact and advances
  • Requests for sexual Favours
  • Sexually coloured remarks
  • Displaying pornography
  • Any unwelcome sexual conduct, whether physical, verbal, or non-verbal

Designated Safeguarding Officer

A person responsible for ensuring safeguarding policies are followed.