Sri Guru Harkrishan Public School running under the Sri Guru Harkrishan Management Society is always keen to safeguard the interests of the learners. Keeping in view the same objective, Sri Guru HarkrishanPublic School has set up the POCSO Committee (under the provisions of Prevention of Children from Sexual Offences Act 2012) on 2nd October 2017 to safeguard the learners from the challenges they face in their formative years at school. The Committee takes up appropriate initiatives to create awareness about sexual exploitation and to ensure that all learners are aware of their rights and responsibilities towards themselves.
Through its awareness campaigns and programmes, the Committee strives to ensure that all learners are treated with dignity and respect at all times. . Here, it should be noted that according to the Supreme Court guidelines of Sexual harassment can be defined as unwelcome” sexually determined behaviour (whether directly or by implication)as:-
(a) Physical contact and advances.
(b) Demand or request for sexual favors.
(c) Sexually colored remarks.
(d) Showing pornography.
(e) Other unwelcome physical, verbal or non-verbal conduct of a Sexual nature (Vishaka judgment by Supreme Court)
The following will also be treated as sexual harassment and are covered by the committee:-
(b) Unsavory remarks.
(c) Jokes causing or likely to cause awkwardness or embarrassment.
(d) Innuendos and taunts.
(e) Gender based insults or sexist remarks.
(f) Unwelcome sexual overtone in any manner such as over telephone (obnoxious telephone calls) and the like.
(g) Touching or brushing against any part of the body and the like
(h) Displaying pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings.
(j) Forcible physical touch or molestation.
(k) Physical confinement against one’s will and any other act likely to violate one’s privacy.
OBJECTIVES OF POSCO COMMITTEE:
The objectives of the Committee are:-
- To prevent discrimination and sexual harassment against women employees and girls students by promoting gender amity among them.
- To make recommendations to the Chairperson for changes/ elaborations in the Rules for students and employees in the Prospectus and the Bye-Laws, to make them gender just and to lay down procedures for the prohibition, resolution, settlement and prosecution of acts of discrimination and sexual harassment against women, by the students and the employees.
- To deal with cases of discrimination and sexual harassment against women, in a time bound manner, aiming at ensuring support services to the victimized and termination of the harassment.
- To recommend appropriate punitive action against the guilty.
- To organise orientation program for women employees and girl students to sensitize to be proactive to deal with such discrimination if any.
COMPOSTION OF POSCO COMMITTEE FOR STUDENTS:
|MEMBER NO. 1||
MRS. HARVINDER K.
|MEMBER NO. 2||
|MEMBER NO. 3||
|MEMBER NO. 4||
|MEMBER NO. 5||
MRS. GURMEET SAHNI
|MEMBER NO. 6||
RUPALI MEHRA- STUDENT
|MEMBER NO. 7||
INTERNAL COMPLAINTS COMMITTEE AGAINST SEXUAL HARRASSMENT FOR STAFF
S. JAGJEET SINGH DARDI
DR. KANWALJIT KAUR
MRS. KAVITA WALIA
|FRONT DESK OFFICER||MR. HARPAL SINGH||9041251503|
PROCEDURE FOR FILING COMPLAINTS
Complaint may be oral, by email (email@example.com) or in writing. If the complaint is oral, it will be converted into a written form by the Sexual Harassment Committee member who received the complaint and authenticated by the complainant under his / her signature as soon as possible.
Upon receipt of complaint by any member of committee, the member should forward it to sghkps11@gmail com.
The students may feel free to put up a complaint in writing and drop it in the suggestion boxes outside the Counselling room or they can lodge their complaint online through website: www.sghps.co.in
Complaint Form / Help desk/ click here
LINK OF GOOGLE FORM:
PROCEDURE FOR DEALING WITH COMPLAINTS
Filing of a complaint If any associate believes that she/he has been subjected to sexual harassment, such person may file a complaint with any member of the committee. The committee member on receiving a complaint will intimate the committee head. The committee head would arrange for a meeting within a week of receipt of the complaint for discussing the complaint raised. Complaints must be brought within 30 working days of the incident of sexual harassment. Complaints brought after that time period will not be pursued absent extraordinary circumstances.
The determination of whether the complaint was timely or whether extraordinary circumstances exist to extend the complaint period must be made in conjunction with the legal team. Every attempt will be made to get the complainant to provide the complaint in writing. The complaint shall include the circumstances giving rise to the complaint, the dates of the alleged occurrences and names of witnesses, if any. The complaint shall be signed by the complainant.
PROCESS OF ENQUIRY
The committee will ask the complainant to prepare a detailed statement of incidents/ allegations. The statement of allegation will be shared with the accused.
The accused will be asked to prepare a response to the statement of allegations and submit to the committee within the given time.
The statement and other evidence obtained in the inquiry process will be treated as strictly confidential. The committee will organize verbal hearings with the complainant and the accused. The committee will check the witness’s testimonies of other relevant persons and review the evidence if necessary. The committee should ensure that sufficient care is taken to avoid any retaliation.
During the enquiry process, the complainant and the accused would be expected to refrain from any form of threat, intimidation or influencing of witnesses.
The committee will arrive at a decision after carefully and fairly reviewing the circumstances, evidences and relevant statements.
The committee will ensure confidentiality during the inquiry process and will ensure that in the course of investigation a complaint
(a) Both parties will be given equal reasonable opportunity to be heard along with witnesses and to produce any other relevant documents.
(b) Upon completion of the investigation, both parties will be informed of the results of the investigation.
The committee will be empowered to do all things necessary to ensure a fair hearing of the complaint including all things necessary to ensure that victims or witnesses are neither victimized nor discriminated against while dealing with a complaint of sexual harassment. In this regard the committee will also have the discretion to make appropriate decisions in terms of recommendations in relation to an accused person pending the outcome of a complaint) including suspension, transfer, leave, change of work location etc.
The investigation into a complaint will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances.
The committee will investigate and prepare an enquiry report with recommendation within 4 weeks of the complaint being filed.
DECISION AND ACTION :
Once the investigation is completed, a determination will be made regarding the validity of the harassment allegation. If it is determined that harassment has occurred; a quick and prompt remedial action will be taken. The committee will share the investigation details or findings and agree on the applicable disciplinary action.
This may include some of all of the following:-
(a) In the case of academic/administrative/ technical/ non teaching staff/ management, disciplinary action could be in the form of one or more of the following:-
(ii) Written apology.
(iii) Adverse remarks in the Confidential Report.
(iv) Debarring from supervisory duties.
(v) Denial of re-employment.
(vi) Stopping of increments/promotion.
(vii) Reverting, demotion.
(viii) Transfer if applicable.
(x) Any other relevant mechanism.
(b) In case of students, disciplinary action could be in the form of:-(i) Warning.
(i) Written apology.
(ii) Withholding results.
(iii) Debarring from exams.
(iv) Debarring from holding posts.
(vi) Denial of admission.
(vii) Any other relevant mechanism.
(NOTE: The reasons for the action have to be provided in writing. Action will be taken against person(s) who try to pressurize the complainant in any way).