Statutory Compliance

Policy for Women Safety

Policy for Women Safety

Ansal University (AU) is home to a large contingent of women population, especially in teaching, management and administration, have always accorded the highest importance to their safety. The university has impeccable track record of their safety at our campus as their workplaces.

Hon’ble Supreme Court, in the case of Vishakha, had detailed out comprehensive guidelines in the interest of safety of women to eliminate sexual harassment, even impliedly. The guidelines also sought to define the sexual harassment by including unwelcome sexually determined behaviour whether directly or by implication as:

  1. Physical contact and advances;
  2. A demand or request for sexual favours;
  3. Sexually coloured remarks;
  4. Showing pornography;
  5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

Ansal University as an employer, apart from its moral responsibility of protecting women from harassment, also has a statutory and legal responsibility to protect our treasured human resources in women from harassment.

Recently, a new act, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, hereinafter referred to as the Act of 2013, has been passed by the Parliament to provide protection against sexual harassment towards women at workplace, and for and redressal of complaints of such and for matters connected thereto.

Our laws recognize that sexual harassment results in breach of fundamental rights of equality to women under Articles 14 and 15 of the Constitution of India and her right to life and to live with dignity under Article 21 of the Constitution and right to practice any profession or to carry on any occupation, trade or business which includes a right to a safe environment free from sexual harassment;

Section 2 (n) of the Women’s Sexual Harassment Act defines sexual harassment as follows:

  1. Physical contact and advances;
  2. A demand or request for sexual favours;
  3. Sexually coloured remarks;
  4. Showing pornography;
  5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

Under Section 3 (2), the following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:

  1. Implied or explicit promise of preferential treatment in her employment; or
  2. Implied or explicit threat of detrimental treatment in her employment; or
  • Implied or explicit threat about her present or future employment status; or
  1. Interference with her work or creating an intimidating or offensive or hostile work environment for her; or
  2. Humiliating treatment likely to affect her health or safety.

As part of our responsibility to examine each and every complaint of an aggrieved woman under the Act, meaning women in employment, it has been decided to set up an internal complaints committee for Ansal University namely ‘AU Complaints Committee’. The committee shall consist of the following members:

 

SN Name Position Mobile No e-mail ID
1 Mrs. Goldy Malhotra Presiding Officer 9650135553 goldymalhotra@gmail.com
2 Dr. Neelam Vohra Member 9818990277 neelam.vohara@aitgurgaon.org
3 Ms. Tanaya Verma Member 9910636888 tanayaverma@ansaluniversity.edu.in
4 Ms. Pramneet Kaur Member 9810654234 pramneetkaur@ansaluniversity.edu.in
5 Ms. Shiveta Bhat Member 8130626222 shiveta@ansaluniversity.edu.in
6 Ms. Prachi  Kaushik Gupta Member(NGO Member) 09891368724 prachi.penalife@gmail.com
7 Mrs. Ranjana Kapoor Member 9810623220 ranjana@ansalapi.com
8 Ms. Shikha Gupta Member Secretary 9811785653 shikhagupta@ansaluniversity.edu.in

 

Four members from the committee shall form the quorum.

Any aggrieved woman can make a complaint in writing to the above committee, an in such cases where the complaint cannot be made in writing, the committee shall render assistance to the aggrieved woman for making of the complaint.

The committee, while shall take steps for redressal of the grievances of the complainant with the respondent through conciliation, shall record the same and forward the same to the University or their designated nominees.

For the purpose of making an enquiry, the committee shall have the same power as vested in a Civil Court under the Code of Civil Procedure.

Wherever the allegations against the respondent have been proved, the Committee shall recommend to the Trustees or the nominees to take action for sexual harassment.

While the action under the Sexual Harassment Act has been limited within scope of the service rules, yet the Supreme Court Guidelines in the case of Vishakha enjoin upon us to initiate appropriate action in accordance with the law by making a complaint with the appropriate authority.

The committee shall have a responsibility to examine, assess and determine such complaints which include offence as described under definitions of sexual harassment and refer such cases to the appropriate authorities, including police.

Under the Vishakha Guidelines and under the Act, the obligation on organizations to protect women from harassment has been restricted to women in employment, wherein an employee is defined as:

“A person employed at a workplace for any work on a regular, temporary or ad hoc or daily wage basis, either directly or through an agent, including a contractor, with or without the knowledge of the principle employer, whether for remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied and includes a co-worker, a contract worker, probationer, trainee, apprentice or called by any such name”

However, we feel that as a responsible organization and being in the noble profession of dissemination of education and value to our most treasured children- our future human resources- it is our bounden duty that this committee may also take up the complaints from non-employed women- the students, as well.

goldymalhotra@gmail.com

prachi.penalife@gmail.com

pramneetkaur@ansaluniversity.edu.in

tanayaverma@ansaluniversity.edu.in

shikhagupta@ansaluniversity.edu.in

shiveta@ansaluniversity.edu.in

neelam.vohara@aitgurgaon.org

ranjana@ansalapi.com

Chiranjiv Charitable Trust

115, Ansal Bhawan, 16 K.G. Marg, New Delhi-110001

December 10, 2013

Sub:   Instituting Complaints Committee (AU/ CBS) in Pursuit of Defence of Women

Chiranjiv Charitable Trust (CCT), as a promoter of Ansal University (AU) and Chiranjiv Bharti Schools (CBS), which are home to a large contingent of women population, especially in teaching, management and administration, have always accorded the highest importance to their safety. Our institutions have impeccable track record of their safety at our campus and schools as their workplaces.

Hon’ble Supreme Court, in the case of Vishakha, had detailed out comprehensive guidelines in the interest of safety of women to eliminate sexual harassment, even impliedly. The guidelines also sought to define the sexual harassment by including unwelcome sexually determined behaviour whether directly or by implication as:

  1. Physical contact and advances;
  2. A demand or request for sexual favours;
  3. Sexually coloured remarks;
  4. Showing pornography;
  5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

CCT as an employer, apart from its moral responsibility of protecting women from harassment, also has a statutory and legal responsibility to protect our treasured human resources in women from harassment.

Recently, a new act, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, hereinafter referred to as the Act of 2013, has been passed by the Parliament to provide protection against sexual harassment towards women at workplace, and for and redressal of complaints of such and for matters connected thereto.

Our laws recognize that sexual harassment results in breach of fundamental rights of equality to women under Articles 14 and 15 of the Constitution of India and her right to life and to live with dignity under Article 21 of the Constitution and right to practice any profession or to carry on any occupation, trade or business which includes a right to a safe environment free from sexual harassment;

Section 2 (n) of the Women’s Sexual Harassment Act defines sexual harassment as follows:

  1. Physical contact and advances;
  2. A demand or request for sexual favours;
  3. Sexually coloured remarks;
  4. Showing pornography;
  5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

Under Section 3 (2), the following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:

  1. Implied or explicit promise of preferential treatment in her employment; or
  • Implied or explicit threat of detrimental treatment in her employment; or
  • Implied or explicit threat about her present or future employment status; or
  1. Interference with her work or creating an intimidating or offensive or hostile work environment for her; or
  2. Humiliating treatment likely to affect her health or safety.

As part of our responsibility to examine each and every complaint of an aggrieved woman under the Act, meaning women in employment, it has been decided to set up two internal complaints committee- one for Ansal University and another for CBS Schools- AU Complaints Committee and CBS Schools Complaints Committee.

The committee shall consist of the following members:

  • Ansal University
    • Presiding Officer: Mrs. Goldy Malhotra
    • Member: Ms. Shikha Gupta
    • Member: Dr. Neelam Vohra
    • Member: Ms. Tanaya Verma
    • Member: Ms. Pramneet Kaur
    • Member: Ms. Shiveta Bhat
    • An outside member from any NGO
    • Member Secretary: Mrs. Ranjana Kapoor
  • CBS, Palam Vihar:
    • Presiding Officer: Mrs. Goldy Malhotra
    • Member: Ms. Raka Kaul
    • Member: Ms. Shalini Jerath
    • Member: Ms. Ragni Sharma
    • Member: Ms. Mona Kochhar
    • Member: Ms. Meenu Singh
    • An outside member from any NGO (Ms. Poonam Bhatnagar)
    • Member Secretary: Mrs. Ranjana Kapoor

 

  • CBS, Sushant Lok:
    • Presiding Officer: Mrs. Goldy Malhotra
    • Member: Ms. Anjana Oberoi
    • Member: Ms. Sangeeta Sanon
    • Member: Ms. Paulmi Chakki
    • Member: Ms. Meenu Sharma
    • Member: Ms. Preeti Arora
    • An outside member from NGO Saksham
    • Member Secretary: Mrs. Ranjana Kapoor

Four members from the committee shall form the quorum.

Any aggrieved woman can make a complaint in writing to the above committee, an in such cases where the complaint cannot be made in writing, the committee shall render assistance to the aggrieved woman for making of the complaint.

The committee, while shall take steps for redressal of the grievances of the complainant with the respondent through conciliation, shall record the same and forward the same to the Trustees of CCT or their designated nominees.

For the purpose of making an enquiry, the committee shall have the same power as vested in a Civil Court under the Code of Civil Procedure.

Wherever the allegations against the respondent have been proved, the Committee shall recommend to the Trustees or the nominees to take action for sexual harassment.

While the action under the Sexual Harassment Act has been limited within scope of the service rules, yet the Supreme Court Guidelines in the case of Vishakha enjoin upon us to initiate appropriate action in accordance with the law by making a complaint with the appropriate authority.

The committee shall have a responsibility to examine, assess and determine such complaints which include offense as described under definitions of sexual harassment and refer such cases to the appropriate authorities, including police.

A copy of the Vishakha Guidelines for action against Sexual Harassment has also been annexed for reference.

Under the Vishakha Guidelines and under the Act, the obligation on organizations to protect women from harassment has been restricted to women in employment, wherein an employee is defined as:

“A person employed at a workplace for any work on a regular, temporary or ad hoc or daily wage basis, either directly or through an agent, including a contractor, with or without the knowledge of the principle employer, whether for remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied and includes a co-worker, a contract worker, probationer, trainee, apprentice or called by any such name”

However, we feel that as a responsible organization and being in the noble profession of dissemination of education and value to our most treasured children- our future human resources- it is our bounden duty that this committee may also take up the complaints from non-employed women- the students, as well.

Ansal University