The committee members are follows:

Objective:

To provide a safe and supportive environment for addressing complaints related to sexual harassment at the workplace.

To uphold the commitment of the Institute to provide an environment free of gender based discrimination.

To evolve a permanent mechanism for the prevention and redressal of sexual harassment cases and other acts of gender based violence at the Institute.

To provide a safe space devoid of sexual harassment.

Roles and Responsibilities

Complaints should be submitted either through email or in person as soon as possible after an incident has occurred, preferably in writing with his or her details of name, designation, contact number and address. No verbal complaint will be accepted.

The complainant should provide the following information:

• 1. The name, department and position of the person allegedly committing harassment.
• 2. A description of the incident(s), including the date(s), location(s) and the presence of any witnesses.
• 3. The names of other individuals who might have been subject to the same or similar harassment.
• 4. What, if any, steps the complainant has taken to try to stop the harassment.
• 5. Any other information the complainant believes to be relevant to the harassment.
• 6. All complaints and investigations are treated confidentially to the extent possible and information is disclosed strictly on a need-to-know basis.

Procedures

The procedures for handling complaints of sexual harassment are as follows:

The procedures for filing complaints, initial assessment, inquiries or investigations, issuing findings and recommendations, appeals process, confidentiality measures, and timelines for different stages of the complaint process in an Independent Investigation Committee (IIC) can vary based on the organization, jurisdiction, or specific context. However, here's a general outline that encompasses these elements:

i) Filing Complaints:

• - Complaints can typically be filed by individuals or entities directly affected by the alleged misconduct. The process for filing complaints should be accessible and well-publicized.
• - Complaints may be submitted through various channels such as online forms, email, mail, or in person. Clear instructions should be provided regarding the necessary information to include in the complaint.

ii)Initial Assessment:

• - Upon receiving a complaint, the IIC conducts an initial assessment to determine if it falls within its jurisdiction and if there is sufficient information to warrant further investigation.
• - The assessment may involve reviewing the complaint, gathering additional information if necessary, and determining the appropriate course of action.

iii)Inquiries or Investigations:

• - If the complaint merits further investigation, the IIC initiates an inquiry or investigation.
• - Investigations are typically conducted impartially and may involve gathering evidence, interviewing relevant parties, and reviewing documentation.
• - The process should adhere to principles of fairness, transparency, and due process.

iv) Issuing Findings and Recommendations:

• - Once the investigation is complete, the IIC issues findings based on the evidence gathered.
• - Findings may include determinations of whether misconduct occurred, the extent of the misconduct, and any contributing factors.
• - Recommendations for corrective action or disciplinary measures may also be provided.

v) Appeals Process:

• - There should be an appeals process in place to allow parties to challenge the findings or recommendations of the IIC.
• - The appeals process should outline the grounds for appeal, the procedures for submitting an appeal, and the timeline for review.

vi) Confidentiality Measures:

• - Confidentiality measures are essential to protect the privacy of individuals involved in the complaint process and to maintain the integrity of the investigation.
• - Information obtained during the investigation should be treated sensitively and disclosed only to parties directly involved in the process.

vii) Timelines:

• - Timelines for each stage of the complaint process should be established to ensure timely resolution.
• - While the specific timelines may vary depending on the complexity of the complaint and other factors, there should be clear expectations regarding the duration of each stage.
• - It's important for IICs to adhere to principles of accountability, impartiality, and transparency throughout the complaint process to maintain public trust and confidence in their work. Additionally, adherence to legal requirements and best practices in complaint handling is crucial for the effectiveness of the IIC's mandate.

Training and Awareness

The ICC members will receive training on their roles, responsibilities, and procedures. Additionally, measures will be implemented to raise awareness about sexual harassment and the functioning of the ICC among employees.

Review and Amendment

This constitution letter will be periodically reviewed and amended as necessary to ensure its relevance and effectiveness. Amendments will be made following the specified process for approval and notification.

In conclusion, we reaffirm our commitment to preventing sexual harassment and fostering a culture of respect and dignity in our workplace. The establishment of the ICC reflects our dedication to upholding the highest standards of ethics and conduct.