Welcome to AWH SPECIAL COLLEGE awh

Anti Ragging Cell

AWH Anti-Ragging Committee

Dr. P.K. Abdul Kader (Principal and Chairman) Phone: 0495-2325408

Mr. M. K. Swaminathan, Councillor , Calicut –Corporation , Muriyankattil House, Kallai. Calicut. Phone :9746028055

S.I of Police, Panniyankara

Mr. Ahmed Koya, AWH, Pavamani Road Kozhikode 1. GSM: 9447014749

J S Shanil (Media person) Kozhikode Ph.No.9447627028

Prof. M.Prabhakaran Nambiar, Vice Principal and Head of the Department of Geology, AWH Special College, Kallai (Faculty member) GSM:9895011998

Smt. Girija College , Kallai (Faculty member) GSM:

Dr. C. P. Aboobacker, Tirur Ph. 9847523464

Mr. .Ragavan E, Retd Deputy Collector, Pantheerankav. (Present AO of the College) Ph. 9745600891

Student Union Secretary

AWH Anti-Ragging Squad

Prof. Mr. Prabhakaran Nambiar (Chairman) GSM:9895011998

Mrs. Anupama Narendran, Lecturer in Genetics Ph: 9961995995

Mr. Kriparaj K. Boby, NSS Programme Officer 9995351222

Mr. .Ragavan E, Retd Deputy Collector, Pantheerankav. (Present AO of the College) Ph. 9745600891

Students Union Secretary (or a student nominated by the principal)

One student from each discipline nominated by the principal

COLLEGE POLICY ON SEXUAL HARASSMENT

The college is committed to creating a healthy learning and teaching environment that enables students, teachers and support staff to work without fear of prejudice, gender bias and sexual harassment. The college also believes that all people of the college have the right to be treated with dignity.
Sexual harassment at the work places (class rooms, labs, clinics, library etc) or other than work place if involving students, teachers and support staff is a grave offence and is, therefore, punishable.

The University has also directed colleges to lay down guidelines and form a committee/ cell for redress of grievances related to sexual harassment.

Sexual harassment would mean and include any of the following:

unwelcome sexual advances, requests or demand for sexual favours,

Advances which the other individual feels sexual advances involving verbal, non-verbal, or physical conduct such as sexually coloured remarks, jokes, letters, phone calls, e-mail, gestures, showing of pornography, lurid stares, physical contact or molestation, stalking, sounds, display of pictures, signs, verbal or non-verbal communication which offends the individuals sensibilities and affect her/his performance;

Teasing, innuendos and taunts, physical confinement against one’s will and likely to intrude upon one’s privacy; act or conduct by staff which creates the environment at workplace hostile or intimidating to a person belonging to the other sex.

COMPLAINT REDRESS COMMITTEE

There is a three member committee constituted to consider and redress complaints of Sexual harassment. The principal being the Chairman and other members are

Principal (Chairman 0495 2325408)

Prof. Prabhakaran Nambiar, HOD, Geology (Phone: 9895011998) and

Ms. Girija P C, HOD/ASLP (member, Phone: 9847833840)

Quorum: Chairman and the female member must be present for the proceedings to take place.


COLLEGE POLICY ON SEXUAL HARASSMENT

The college is committed to creating a healthy learning and teaching environment that enables students, teachers and support staff to work without fear of prejudice, gender bias and sexual harassment. The college also believes that all people of the college have the right to be treated with dignity.
Sexual harassment at the work places (class rooms, labs, clinics, library etc) or other than work place if involving students, teachers and support staff is a grave offence and is, therefore, punishable.

The University has also directed colleges to lay down guidelines and form a committee/ cell for redress of grievances related to sexual harassment.

Sexual harassment would mean and include any of the following:

unwelcome sexual advances, requests or demand for sexual favours,

Advances which the other individual feels sexual advances involving verbal, non-verbal, or physical conduct such as sexually coloured remarks, jokes, letters, phone calls, e-mail, gestures, showing of pornography, lurid stares, physical contact or molestation, stalking, sounds, display of pictures, signs, verbal or non-verbal communication which offends the individuals sensibilities and affect her/his performance;

Teasing, innuendos and taunts, physical confinement against one’s will and likely to intrude upon one’s privacy; act or conduct by staff which creates the environment at workplace hostile or intimidating to a person belonging to the other sex.

REDRESS PROCESS:

Any student, teacher or staff who feels and is being sexually harassed directly or indirectly may submit a complaint of the alleged incident to any member of the Committee in writing with his/her signature within a week of occurrence of incident. The Committee will maintain a register to endorse the complaint received by it and keep the contents confidential, if it is so desired, except to use the same for discreet investigation. The Committee will hold a meeting with the Complainant within five days of the receipt of the complaint, but no later than a week in any case. At the first meeting, the Committee members shall hear the Complainant and record her/his allegations. The Complainant can also submit any corroborative material with a documentary proof, oral or written material, etc., to substantiate his / her complaint. If the Complainant does not wish to depose personally due to embarrassment of narration of event, a lady officer for lady employees involved and a male officer for male employees involved shall meet and record the statement. Thereafter, the person against whom complaint is made may be called for a deposition before the Committee and an opportunity will be given to him / her to give an explanation, where after, an “Enquiry” shall be conducted and concluded. In the event, the complaint does not fall under the purview of Sexual Harassment or the complaint does not mean an offence of Sexual Harassment, the same would be dropped after recording the reasons thereof. In case the complaint is found to be false, the Complainant shall, if deemed fit, be liable for appropriate disciplinary action by the Management.


ENQUIRY PROCESS :

The Committee shall immediately proceed with the Enquiry and communicate the same to the Complainant and person against whom complaint is made. The Committee shall prepare and hand over t he Statement of Allegation to the person against whom complaint is made and give him / her an opportunity to submit a written explanation if she / he so desires within 7 days of receipt of the same. The Complainant shall be provided with a copy of the written explanation submitted by the person against whom complaint is made. If the complainant or the person against whom complaint is made desires any witness/es to be called, they s hall communicate in writing to the Committee the names of witness/es whom they propose to call. If the Complainant desires to tender any documents by way of evidence before the Committee, she / he shall supply original copies of such documents. Similarly, if the person against whom complaint is made desires to tender any documents in evidence before the Committee he / she shall supply original copies of such documents. Both shall affix his/her signature on the respective document/ s to certify these to be original copies.

The Committee shall call upon all witnesses mentioned by both the parties. The Committee shall provide every reasonable opportunity to the Complainant and to the person against whom complaint is made, for putting forward and defending their respective case. The Committee shall complete the “Enquiry” within reasonable period but not beyond three months and communicate its findings and its recommendations for action to the management. The report of the committee shall be treated as an enquiry report on the basis of which an erring employee can be awarded appropriate punishment straightaway.

The AWH management will direct appropriate action in accordance with the recommendation proposed by the Committee.

The Committee shall be governed by such rules as may be framed by the Supreme Court orders or by the university.


OTHER POINTS TO BE CONSIDERED

The Committee may recommend to AWH management action which may include salary cutting or any of the other appropriate disciplinary action.

In case the Committee finds the degree of offence coverable under the Indian Penal Code, then this fact shall be mentioned in its report and appropriate action shall be initiated by the Management/ principal, for making a Police Complaint.


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