Matoshri College of Management & Research Centre, Eklahare, Nashik, is committed to providing a safe, secure, respectful, inclusive and harassment-free environment for women employees, students and other women associated with the institution.

In accordance with the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013, the Institution has constituted an Internal Committee (IC) to prevent, prohibit and redress complaints relating to sexual harassment at the workplace.

The Act provides for an Internal Committee at workplaces meeting the statutory requirements and specifies its composition, functions and complaint-handling mechanism. The Committee must include a woman Presiding Officer, at least two employee members, and an external member familiar with issues relating to sexual harassment or committed to the cause of women; at least half of the members nominated must be women.

The Internal Committee of Matoshri College works to create awareness regarding prevention of sexual harassment, provide an accessible complaint mechanism, maintain confidentiality, conduct inquiries in accordance with the Act and Rules, and recommend appropriate action wherever required.

1. Prevent sexual harassment at the workplace.
2. Create awareness regarding the POSH Act, 2013.
3. Provide a safe and confidential mechanism for reporting complaints.
4. Receive and examine complaints of sexual harassment.
5. Conduct inquiries in accordance with the prescribed procedure.
6. Protect the dignity, safety and rights of women employees and students.
7. Organize awareness and sensitization programmes.
8. Promote gender equality, dignity and mutual respect.
9. Maintain confidentiality of complaints and proceedings as required by law.
10. Recommend appropriate action based on the findings of an inquiry.

• Physical contact and advances
• Demand or request for sexual favors
• Making sexually colored remarks
• Showing pornography
• Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

1. Written Complaint

   A written complaint may be submitted to the Presiding Officer or any member of the Internal Committee.

2. Email

   Complaint may also be sent through the officially designated institutional e-mail address, if provided by the Institution.

3. Personal Submission

   A complainant may approach the Presiding Officer or any member of the Internal Committee personally for assistance in submitting the complaint.

   If a woman is unable to make the complaint in writing, the Presiding Officer or a Committee member is required to provide reasonable assistance in reducing the complaint to writing.

A complaint should ordinarily be made within three months from the date of the incident.

In the case of a series of incidents, the three-month period is counted from the date of the last incident.

The Internal Committee may extend the period by up to a further three months, for reasons recorded in writing, where circumstances prevented the woman from filing the complaint within the original period.

After receiving a complaint, the Internal Committee shall follow the procedure prescribed under the POSH Act and Rules.

The process broadly includes:
Complaint received → Preliminary examination → Notice to respondent → Opportunity to present case → Evidence/documents → Hearing/inquiry → Findings → Report → Appropriate recommendations

The inquiry is required to be completed within 90 days under Section 11 of the Act.

Following completion of the inquiry, the Committee is providing its finding report to the employer within 10 days and make the report available to the concerned parties as provided by law.

Where requested by the aggrieved woman, the Internal Committee may recommend appropriate interim measures during the pendency of the inquiry, including:

• Transfer of the aggrieved woman or respondent to another workplace, where appropriate;
• Leave for the aggrieved woman for up to three months, in addition to her regular leave entitlement;
• Other prescribed reliefs as applicable.

The employer is required to implement recommendations made under the relevant provision of the Act.

The Institution and Internal Committee shall maintain confidentiality regarding:

• Identity of the complainant
• Identity of the respondent
• Contents of the complaint
• Evidence and documents
• Inquiry proceedings
• Recommendations and action taken

Information relating to proceedings should not be disclosed except as permitted under applicable law.

The Internal Committee of Matoshri College shall:

Prevention

• Conduct POSH awareness programmes.
• Display information regarding the POSH Act and Internal Committee.
• Conduct gender-sensitization programmes.
• Promote a respectful workplace culture.

Prohibition

• Communicate the Institution's zero-tolerance approach to sexual harassment.
• Create awareness about prohibited conduct.
• Encourage employees and students to report incidents without fear.

Redressal

• Receive complaints.
• Provide assistance to complainants.
• Conduct inquiries fairly and confidentially.
• Provide both parties an opportunity to be heard.
• Prepare inquiry findings and recommendations.
• Follow up on the implementation of recommendations.

The Institution may organize the following activities annually:

Expert Lecture on Gender Equality and Women's Empowerment:

1. Self-Defense Training Program for Female Students
2. International Women’s Day Celebration