The Arunachal Pradesh University, Pasighat has constituted an Internal Complaints Committee (ICC) for maintaining healthy and safe environment for girls and women employees in the University campus vide Order No. APU/16-ADM/2023/274-8, dated Pasighat the 12 June, 2024. It is formed in accordance with the University Grants Commission Sexual Harassment of Women Employees and Students in Higher Educational Institutions (Prevention, Prohibition and Redressal) Regulations, 2015 which are based on the Government of India’s Sexual Harassment of Women at Work Place (Prevention, Prohibition and Redressal) Act 2013.

Purpose of ICC:

The purpose of this committee is to prevent sexual harassment, promote well-being of all female students and staff members and create a gender sensitized community within academic and non-academic community in this University.

Definition of Sexual Harassment:

“Sexual harassment” includes any one or more of the following unwelcome acts or sexually inclined behaviors (whether directly or by implication) namely:

1. Physical contact and advances
2. A demand or request for sexual favours
3. Making sexually coloured remarks (including jokes)
4. Showing pornography (books, photographs, paintings, films, pamphlets, packages, etc. containing ‘indecent representation of women’)
5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

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:

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

Constitution of ICC:

The Internal Committees shall consist of the following members to be nominated by the University, namely:

1. 1. 1. A Presiding Officer who shall be a woman faculty member employed at a senior level at the University:Provided that in case a senior level woman faculty member is not available, the Presiding Officer shall be nominated from other middle level woman faculty member;Provided further that in case the University does not have a senior level or middle level woman faculty member, the Presiding Officer shall be nominated from any senior level faculty member of the University;
      2. Not less than two teaching employees and two non-teaching employees, preferably committed to the cause of women or who have had experience in social work or have legal knowledge;
      3. Not less than three students, who shall be enrolled at the masters and research scholar levels respectively;
      4. One member from amongst from amongst employees preferably committed to the cause of women or who had experienced in social work or have legal knowledge;
      5. One member from amongst non-governmental organisations 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.
         
      6. The Presiding Officer and every member of the ICC shall hold office for such period, not exceeding three years, from the date of their nomination as may be specified by the University authority.
      7. Where the Presiding Officer or any Member of the Internal Committee,
         
         1. contravenes the provisions of section 16; or
         2. has been convicted for an offence or an inquiry into an offence under any law for the time being in force is pending against him; or Where the Presiding Officer or any Member of the Internal Committee,
         3. he has been found guilty in any disciplinary proceedings or a disciplinary proceeding is pending against him; or
         4. has so abused his position as to render his continuance in office prejudicial to the public interest, such Presiding Officer or Member, as the case may be, shall be removed from the Committee and the vacancy so created or any casual vacancy shall be filled by fresh nomination in accordance with the provisions of this section.
      8. The term of each member (other than students) shall be of three years. The previous Committee will continue till the new Committee is constituted. Complaints can be given to any member of the Committee. It will be incumbent on the head of any department/administrative unit or any teacher to forward a complaint s/ he receives to the committee immediately.

Functions of the ICC:

1. Assure the safe working environment at the campus which shall include safety from the persons coming into contact at the University.
2. To create an effective organizational structure for improving the status of women in the institution.
3. The committee shall advise the management about a broad range of issues and concerns that influence women’s work lives and status in the institution at all levels and in every aspect of operations and educational programs. Issues may include, but or not limited to:
4. Equity for women in the organization concerning hiring, promotion, and compensation.
5. Specific strategies for women to achieve upward mobility.
6. Strategies for increasing the representation of women throughout upper levels of the organization and in areas where women are generally underrepresented.
7. Educational programs for the workforce regarding gender equity, work-life balance, etc.
8. To sensitize all members of the University community towards the Supreme Court and statutory mandate prohibiting gender discrimination and sexual harassment at the Institute and encourage involvement through academic, cultural, and outreach activities such as talks, seminars, workshops, community action, drama, street theatre, poster-making, etc.
9. Organize workshops and awareness programs at regular intervals to sensitize the employees and students to the provisions of the Act and orientation programs for the members of the Internal Complaint Committee in the manner as may be prescribed.
10. To encourage participation from NGOs and law enforcement agencies for dialogue, discussion, and deliberation on women’s rights and gender-related issues
11. To provide a platform for registering complaints in the context of sexual harassment and to provide necessary facilities to the Committee for dealing with such complaints and conducting an inquiry for the same.
12. To become a resource center for women and provide a forum for the exchange of ideas.
13. To review safety and security measures for female employees and female students at the P P Savani University campus.
14. Treat sexual harassment as misconduct under the service rules and initiate action for such misconduct.

Procedure for Grievance Redressal:

• Any woman employee or female student will have the right to lodge a complaint concerning sexual harassment against a male student or the employee of the institute by writing a letter or putting the complaint in the Vice Chancellor’s office.
• The complaint will be afforded full confidentiality at this stage.
• After receiving the complaint, the chairperson shall convene the meeting of the cell.
• The chairperson will appoint investigation committee. Coordinator of the committee will convene the meetings.
• The investigation committee shall then decide the course of action to proceed.
• The complaint will stand dropped if in accordance to the committee the complaint has not been able to disclose prima-facie an offence of sexual harassment by complainant /his/her representative.
• In case the investigation committee decides to proceed with the complaint, the wishes of the complainant shall be ascertained and if the complainant wishes that a warning will suffice then alleged offender shall be called to the meeting of the committee, heard and if satisfied that a warning is just and proper, the person will be warned about his/her behaviour and non-occurrence of it. In case the complainant requests that the complaint should be proceeded beyond mere a warning, the same may be proceeded within the manner prescribed hereafter.

Procedure for Investigation:

• If the complainant wishes to proceed beyond mere a warning to the accused, the accused shall be given in writing by the investigation committee an opportunity to explain within one week why he/she should not be, for good and sufficient reasons, be punished for the act of sexual harassment on his/her part.
• If the written explanation of the accused is not found to be satisfactory or if he/she does not provide any written explanation, the investigation committee will decide whether the offence deserves a minor penalty or a major penalty.
• In the event that the investigation committee deciding that the accused be imposed a minor penalty, the said penalty will be recommended by the investigation committee to the chairperson of the cell for decision.
• If the investigation committee comes to a conclusion that the accused should be imposed a major penalty, it shall make a recommendation of action. If the accused is an employee, he/she may be placed under suspension under the provisions of act.
• If a person is charged with physical molestation or rape on University premises, he shall be immediately placed under suspension pending the completion of the investigation and enquiry. Appropriate actions may be initiated as per the laws of Indian Penal Code.

Punishment for Sexual Harassment:

Any member of the University fraternity (student/employee/person related to the University) found guilty of sexual harassment shall be liable to be punished. This shall be subject to the same penalties for major or minor misconduct as prescribed under Government/ University rules. A student/employee/person related to University is found guilty of sexual harassment, shall be liable for any of the following penalties:

1. Warning or reprimand.
2. Suspension from University for a period of one month.
3. Debarment from appearing for the examination for a period up to three years.
4. Rustication from the University as the case may be.
5. Any other punishment as defined by the Government/University act.

Caveat against unfair practices:

All female faculty members, non-teaching staff and students must bear in mind that such complaints are of an extremely serious nature and should, on no account, be made in a frivolous manner. This platform should not be misused to settle personal scores, or for any other non- genuine reason.

ICC Members:

Sr. No.	Name of Members	Designation	Department	Role in the Cell	Contact No. & E-mail ID
1	Dr. Eli Doye	Associate Professor	Tribal Studies	Presiding Officer	9436011886;  yeeli@apupsg.ac.in
2	Ms. Ngurang Mana	Assistant Professor	Social Work	Member	9383001200;  yarajiv@apupsg.ac.in
3	Ms. Minam Yirang,	Clerk	Non-Teaching Employee	Member	9862535205;
4	Ms. Yater Jamoh	Clerk	Non-Teaching Employee	Member	7005416199;  Yaterjamoh25@gmail.com
5	Ms. Anisha Kri	Student	Commerce	Member	8259805401;  krishna765@gmail.com
6	Ms. Mitinam Jamoh	Student	Social Work	Member	8974380193;  mitinamjamohh@gmail.com
7	Mr. Kaling Galing	Student	Commerce	Member	7005934899;  Kalinggaaling13@gmail.com
8	Dr. Joya Tasung Moyong	Doctor	General Secretary (Women Against Social Evils), NGO	Member	9862567887; jayatasungmoyong@gmail.com
9	Ms. Nyame Dabi	Deputy Chief Defence Counsel, East Siang	Guwahati High Court, Itanagar Bench	Member	8413817890;  nyaamedabi@gmail.com

The above constituted ICC of APU will be working as per University Grants Commission Sexual Harassment of Women Employees and Students in Higher Educational Institutions (Prevention, Prohibition and Redressal) Regulations, 2015.

If any faculty, staff or student has any grievance, including any kind of harassment, the same may be brought to the notice of the Presiding Officer or any member of the Committee for necessary action and redressal.