In accordance with the Supreme Court Judgment and the guidelines established in 1997 to ensure the effective enforcement of the fundamental human right to gender equality and protection against sexual harassment and abuse, particularly in workplace settings, the University Grants Commission (UGC) has disseminated circulars urging the implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal Act, also known as the Sexual Harassment Act) in April 2013. This directive has been communicated to all affiliated universities and colleges, advising them to create a permanent cell or committee and to develop guidelines aimed at addressing sexual harassment, violence against women and ragging within these institutions.

Additionally, the UGC has encouraged these institutions to take proactive measures in fostering a supportive environment on campus, where women are honored and treated with respect. In line with the UGC’s guidelines and the Supreme Court’s directives, an Internal Complaints Committee (ICC) has been established to ensure a healthy and welcoming atmosphere for both staff and students at the College..

Introduction to ICC
In continuation of order no. 144 dtd. 21.06.2018 & as per Section 4 All India Council for
Technical Education (Gender Sensitization, Prevention and Prohibition of Sexual Harassment
of Women Employees and Students and Redressal of Grievances in Technical Institutions)
Regulations, 2016 vide No. F. NCTE/ WHI 2016/ 01 dated 10th June, 2016, & subsequent
letter No. F. No SDTE-OE-l-ESTT-0016-2018/ 4397/SDTE dtd.25/07/2025 the existing
Internal Complaints Committee (ICC) of Driems Polytechnic is hereby reconstituted with
new members to inquire into the complaints of sexual harassment Of female employees and
female students of the institute.
The ICC ensures that grievances related to harassment are addressed in a confidential,
fair, and timely manner. It works towards fostering an environment of dignity, respect,
and equality for all students and employees.

Objective of the ICC
• To prevent discrimination and sexual harassment against women by fostering
gender harmony among students and staff.
• To address incidents of discrimination and sexual harassment against women
promptly, ensuring that support services are available to the victim.
• To recommend suitable punitive measures against those found guilty.
• To maintain the Institute’s commitment to providing an environment devoid of
gender-based discrimination.
• To establish a safe physical and social environment that discourages any form of
sexual harassment.
• To cultivate a social and psychological atmosphere that enhances awareness of
sexual harassment in its various manifestations.

Constitution of ICC

1. The Internal Committee shall consist of the following members to be nominated by
the employer, namely:
a. A Presiding Officer who shall be a woman employed at a senior level at
workplace from amongst the employees:
Provided that in case a senior level woman employee is not available, the
Presiding Officer shall be nominated from other offices or administrative units of
the workplace referred to in sub-section (1) of the Act: Provided further that in
case the other offices or administrative units of the workplace do not have a
senior level woman employee, the Presiding Officer shall be nominated from any
other workplace of the same employer or other department or organization;
b. not less than two Members from amongst employees preferably committed to the
cause of women or who have had experience in social work or have legal
knowledge.
c. one member from amongst non-governmental organizations or associations
committed to the cause of women or a person familiar with the issues relating to
sexual harassment:
Provided that at least one-half of the total Members so nominated shall be women.
2. The Presiding Officer and every Member of the Internal Committee shall hold office
for such period, not exceeding three years, from the date of their nomination as may
be specified by the employer.
3. The Member appointed from amongst the non-governmental organizations or
associations shall be paid such fees or allowances for holding the proceedings of the
Internal Committee, by the employer, as may be prescribed.

Roles and Responsibilities of ICC
The ICC has the authority to make decisions based on a thorough inquiry into each
incident.
The ICC is responsible for:
• Receiving and addressing complaints of sexual harassment.
• Conducting fair and impartial inquiries.
• Recommending appropriate interim relief measures.
• Ensuring confidentiality and protection of complainants and witnesses.
• Organizing gender sensitization programs for students and staff.
• Submitting an annual report as per the guideline provided by the letter No. Notice
F.No SDTE-OE-l-ESTT-0016-2018/4697 SDTE dtd 25th July 2025 as provide
by the Skill Development & Technical Education Department as follows:
1. The Internal Committee shall in each calendar year prepare, in such form and at
such time as may be prescribed, an annual report and submit the same to the
employer and the District Officer. The annual report which the Internal
Committee shall prepare will have the following details:
a. Number of complaints of sexual harassment received in the year.
b. Number of complaints disposed off during the year.
c. Number of cases pending for more than ninety days.
d. Number of workshops or awareness programme against sexual
harassment carried out.
e. Nature of action taken by the employer or district officer.
2. Employer to include information in annual report. –The employer shall include
in its report the number of cases filed, if any, and their disposal under this Act in
the annual report of his organization or where no such report is required to be
prepared, intimate such number of cases, if any, to the District Officer

• Making recommendations for improving campus safety and preventing harassment.