Internal Complaints Committee (ICC)

(As per the Sexual Harassment of Women at Workplace [Prevention, Prohibition and Redressal] Act, 2013)

To ensure a safe, secure, and gender-sensitive environment for all employees and students, the Institute has constituted the Internal Complaints Committee (ICC) in accordance with the provisions of the POSH Act, 2013, and as per the guidelines issued by the University Grants Commission (UGC) and the All India Council for Technical Education (AICTE).

About the ICC

The Internal Complaints Committee (ICC) is established with the objective of preventing and addressing incidents of sexual harassment at the workplace. The committee ensures that all complaints are handled in a fair, transparent, and confidential manner in compliance with the law.

Objectives

• To create and maintain an environment that is free from gender discrimination and harassment.
• To promote gender equality and women’s empowerment within the institution.
• To receive and redress complaints related to sexual harassment at the workplace.
• To organize orientation programs, workshops, and awareness activities on gender sensitivity and legal rights.
• To ensure adherence to UGC, AICTE, and other regulatory guidelines on prevention of sexual harassment.

Functions of the ICC

• To prevent and prohibit any act of sexual harassment in the workplace.
• To provide a platform for confidential and impartial inquiry into complaints.
• To recommend suitable action against the respondent if the complaint is proven.
• To counsel and support complainants during the inquiry process.
• To create awareness and conduct periodic training for employees and students regarding workplace safety and professional conduct.

POSH Awareness and Training

As part of institutional compliance, the ICC organizes POSH Act 2013 training programs for all teaching, non-teaching staff, and students. These sessions include UGC and AICTE regulations and help reinforce the Institute’s commitment to maintaining a respectful and safe work environment.

The Internal Complaints Committee (ICC)

Internal Complaints Committee (ICC) Members (AY 2025–26)

• UGC-MHRD Notification
• UGC Ordinance
• Handbook on sexual harassment of women at workplace

Register online at: https://www.ritindia.edu/index.php/grievances-redressal 

All You Need to Know About the POSH Act, 2013

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is India’s first law against prevention, prohibition, and redressal of sexual harassment for women at the workplace. The Act, along with its rules, is collectively called the POSH law.The POSH Act of 2013 builds upon the Vishaka guidelines laid out in 1997 by the Supreme Court of India. The act applies to women working in the private, government, and informal sectors.

Management and ICC Responsibilities

• Provide a safe working environment.
• Display the penal consequences of workplace sexual harassment.
• Employees should undergo POSH training at least once a year.
• Conduct orientation programmes for the ICC.
• Assist in any manner required to enable the aggrieved woman to receive justice according to the law.
• At least one half of the ICC should be women.

The Process for Complaint and Inquiry

Step I:

An aggrieved woman should give a written complaint either in person or through post or email to the ‘Prevention of Sexual Harassment and Atrocities against Women Committee. The aggrieved should give the complaint within three months of the date of the incident. If the aggrieved woman is unable to make a complaint, her legal heirs may do so.

Step II: 

On receiving the complaint, the ICC will inquire as per service rules or in their absence, according to regulations under the Act. The committee will complete them within 90 days. The committee will submit the report within ten days from the date of completion of the inquiry.

Step III:

If the ICC finds that the allegations against the respondent are proven, it will submit a report to the Principal to take action for sexual harassment as a misconduct under the provisions of the applicable service rules or as per rules framed under the Act.

Step IV:

The college management will act on the recommendations of ICC within 60 days of the submission of the inquiry report.

 Step V:

Appeal against the decision of the ICC is allowed within 90 days of the recommendations.

Sexual Harassment at Workplace Rules

ICC Tool Kit

ICC Report 2024-25

ICC Report 2023-24

ICC Report 2022-23

ICC Report 2021-22

ICC Report