Policy/Standard Operating Procedure:
- INTERNAL COMPLAINTS COMMITTEE addresses complaints of the student/employee of Caritas college of nursing and the incident should happen inside the college campus.
- The Committee shall meet once in three months and when any complaint is received by it.
- An aggrieved employee/ student shall submit inwriting to the Principal/ Vice Principal / Grievance Redressal Committeefor further action.
- The Committee may direct the aggrieved person to prepare and submit a detailed statement of incident, if the written complaint lacks exactness and required particulars, within a period of two days from such direction or such other time period that the Committee may decide.
- The Committee shall allow both parties to produce relevant documents and witnesses to support their case. Documents produced by either party shall be affixed with that party& 39;s signature to certify the document as an original/true copy.
- The Committee shall direct the accused student/employee to prepare and submit a written response to the complaint/allegations within a period of two days from such direction or such other time period as the Committee may decide.
- The complaint such received should be taken over by the chairperson of the particular subcommittee, forwarded by the Principal/ Vice Principal.
- Further procedure of conciliation and enquiry should be taken by the subcommittee and should begin within a time period of 4 days.
- Sub-committee shall allow both parties reasonable opportunity of presenting their case.
- Minutes of all proceedings of the sub-committee shall be prepared and duly signed by the secretaries of the sub-Committee.
- The Committee shall make all endeavour to complete its proceedings within a period of seven days from the date of receipt of the complaint.
- If further police investigation required, the matter will be referred accordingly.
- If, in the course of the proceedings before it, the Committee is satisfied that a prima
facie case of sexual harassment is made out against the accused employee(s)/student
and that there is any chance of the recurrence of any such action, or that it is required
to do so in the interests of justice, it may, on the request of the complainant or
otherwise, disciplinary action could be initiated in the form of :
- Warning letter/Memo.
- Written apology.
- Bond of good behavior.
- Adverse remarks in the confidential report.
- Debarring from KUHS related duties.
- Denial of re- employment/readmission.
- Stopping of increments/promotion.
- Reverting, demotion.
- Suspension/Dismissal.
- Any other relevant mechanism.
- The committee shall make arrangements for appropriate psychological, emotional and physical support (in the form of counselling, security, and other assistance) to the victim if so desires.
- The committee shall seek medical, police and legal intervention with the consent of the complainant and the parent/ guardian in case the complainant is a student.
- The complainant shall be issued a letter stating the actions taken within a period of ten days.
- In cases where any of the committee members are involved in the issuie, they may be excluded for the particular meeting.
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The Management Council shall be the Appellate Authority.
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Any person aggrieved by the decision of the grievance committee shall have the right to appeal to the appellate authority through the Principal within 7 days of the receipt of the decision.
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No appeal shall be entertained after the expiry of 7th day.
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The appellate authority will examine the grievance and give his decision within one month.
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The appellate authority’s decision will be final.
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