Shri Mata Vaishno Devi University
Approved Under 12(b) & 2(f) of UGC Act 1956
Ranked 85th in Engineering Universities/Institutes and Top 100 Business Schools in National Institutional Ranking Framework (NIRF 2019) declared by MHRD, Govt. of India.
Introduction

Gender sensitization against Sexual harassment in campuses is a sine qua non of peaceful and respectful living. Sexual harassment can happen at work places, institutions, in the family or on the streets. Even in an enlightened institution like a university campus sexual harassment cannot be very uncommon.

Following the guidelines on the prevention and deterrence of sexual harassment in the workplace laid down by the Supreme Court of India in its 13 August 1997 judgment on the Writ Petition (Criminal) Vishaka vs. State of Rajasthan, it has been found imperative to constitute a body in the university to work for the awareness and deterrence of any gender based mal practices. With the aim of constituting a legally formalized Cell to address gender issues it is hereby proposed to constitute gender sensitization committee against sexual harassment ( GSCASH) in Shri Mata Vaishno Devi University.

Aims and objectives

Sexual harassment policy of SMVD University will be committed to providing a place of work and study free of sexual harassment, intimidation or exploitation. It is expected that all students, faculty, staff, karamcharis and officials treat one another and visitors to the University with respect. All members of the University community, including those who are in temporary or short term positions will be subject to this policy. Anyone violating this policy will be subjected to disciplinary action.

Functions of GSCASH:

The GSCASH is proposed with following three major functions:

Reports of sexual harassment will be taken seriously and will be dealt with promptly. The University recognizes that confidentiality is important. The University will respect the confidentiality and privacy of individuals reporting or accused of sexual harassment to the extent reasonably possible. Reprisals against an individual who in good faith reports, or provides information in an investigation, about behaviour that may violate this policy, are against the law and will not be tolerated. Intentionally providing false information, however, is a ground for disciplinary action.

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