As per law, it is mandatory for every workplace to have an internal Complaints Committee that would a critical role in prevention, prohibition and Redressal of sexual harassment at the work place. The Internal Complaints Committee (ICC) is formed according to the provisions of the The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The ICC has a responsibility to establish an effective internal complaints procedure, where;

• Assurance that no victimization will result from making a complaint
• Procedure is well documented, available and in accessible formats.
• Members who manage complaints are well trained.
• Assistance is provided in the form of language interpreters as needed for parties to a complaint.
• Ensuring the process is confidential, independent and based on principles of natural justice.
• Ensuring the process has clear timelines.
• All conflicts of interest are managed appropriately.

ln 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 the Internal Complaints Committee is re-constituted as under to deal with the complaints relating to Sexual Harassment at work place.

Objective: To listen the internal complains and grievances of students, faculty and staffs in person in order to provide them justice whenever their intuitional rights are being hampered, violated, humiliated and threatened by any internal or external persons/forces.

The ICC Comprises of the following members for the Academic Year 2025-26:

Sl No	Name	Mobile Number	Designation	Position
1	Mrs. Sasmita Parida	9776209535	Director, AIET	Chairperson
2	Mrs. Vidya Mohanty	7978280458	HoD, CSE	Presiding Officer
3	Adv. Atul Pattanaik	9861017183	NGO Member	External Member
4	Dr. Sunita Pahadasingh	9853930188	Asso. Prof. EE	Member
5	Mrs. Rajalaxmi Pati	8249445977	Asst. Prof. Civil	Member
6	Mrs. Chinmayi Choudhury	7978482293	Asst. Prof. EE	Member
7	Dr. Pradyut Kumar Swain	9437387064	Prof. ME & Dean Academics	Member
8	Dr. Amiya Kumar Sahoo	9437215834	Prof. CSE & Dean CSE	Member
9	Mr. Krushna Kesaba Baral	9437364288	Asst. Prof EE & Dean SW	Member
10	Mr. Ajit Kumar Panda	8093285744	Asst. Prof. EE & Boys Hostel Superintendent	Member
11	Mrs. Madhusmita Mohanty	7978702743	Asst. Prof. ECE	Member
12	Ms. Anusaya Nanda	7978693578	H.R. & Girls Hostel Superintendent	Member
13	Ms. Sudesna Srujanika	8455899779	Lect. In English	Convenor

On receipt of a complaint ICC shall conduct preliminary enquiry so as to ascertain the truth of the allegations by collecting the documentary evidence as well as recording statements of any possible witnesses including the complainant. ICC shall then submit the preliminary enquiry report to Chairperson/Disciplinary authority along with all the original documents adduced during the preliminary enquiry proceedings. In case the allegations are not in the nature of sexual harassment, ICC may refer such complaints to the Grievance Redressal Cell or to Registrar.

Where sexual harassment occurs as a result of an act or omission by any third party or outsider, ICC shall take all steps necessary and reasonable to assist the affected person in terms of support and preventive action. ICC shall comply with the procedure prescribed in the aforementioned UGC Regulations 2015 and the Sexual Harassment Act for inquiring into the complaint in a time bound manner. lf ICC concludes that the allegations made were false, malicious or the complaint was made knowing it is to be untrue or forged or misleading information has been provided during the enquiry, the complaint and 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 complaints received.

Who can approach to ICC for help?

Any female employee (Faculty, Students or Staff) of AIET, BHUBANESWAR.

Definition of Sexual Harassment:

'Sexual Harassment' includes any unwelcome sexually inclined behavior, whether directly or indirectly such as:

• Physical contact and advances
• Demand or request for sexual favors.
• Sexually colored remarks.
• Showing any pornography.
• Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

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

Inquiry Process:

• The enquiry shall be completed within a period of seven days from the date of the complaint.
• On completion of the enquiry, 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 enquiry and such report be made available to the concerned parties.
• If the allegations against the respondent have been proved, it shall recommend punitive actions to be taken against the respondent to the employer.
• The employer shall act upon the recommendation within 15 days of receiving it.

Roles and Responsibilities:

1. To provide equal opportunities and scope to each and every staff and faculty in various segmentation of academic and non-academic activities.
2. To pay the regard to staff and employees in distribution of portfolio and assignment as per their eligibility and deservedly.
3. The cell should look after the anomalies (if any) found in given opportunity, assignment, authorization, deputation, seniority, etc. then the same immediately noticed to the higher authority (proper channel) in order to provide proper justice to him or her.
4. To provide equal chance and opportunities for assigning, deputing membership representative of staff and faculty whenever it requires.
5. The committee should have consciousness regarding to protect and prevent of demolition of humanism and self-esteem of staff and faculty.

Frequency of Meeting: According to the regulations framed by AICTE, the Committee meets at least two times in a year and the decisions arrived at is mandatory to be implemented. The Committee functions under the Chairmanship of the Committee.

Women Helpline Numbers: 181