Internal Complaints Committee

The Internal Complaint Committee (ICC) at Xavier University, Patna, is dedicated to maintaining a safe and respectful environment for all students and employees. The ICC addresses complaints related to sexual harassment, ensuring a fair and impartial process for all parties involved. Our committee is committed to fostering a culture of gender equality and zero tolerance for harassment, providing support and redressal to victims while taking appropriate action against offenders.

Members of Internal Complaints Committee

Powers of the Committee

The Committee is empowered to:

• Summon witnesses and request documents or information from any employee or student.
• Direct any person believed to possess relevant documents or information to produce them by serving a written notice specifying the time and place.
• Request the production of documents or information recorded or stored by mechanical, electronic, or other means, or a clear written reproduction of such documents.
• Upon receiving the requested documents or information, the Committee may:
  • Make copies or extracts from such documents or information.
  • Retain the documents or information for as long as necessary for the proceedings.
• Issue interim directives to any person participating in the proceedings.
• Recommend actions against individuals found guilty of:
  • Sexually harassing the complainant.
  • Retaliating against or victimizing the complainant or any other person involved.
  • Making false accusations of sexual harassment against the accused.

Functions of the Committee

Preventive Steps:

• Foster a safe environment free of sexual harassment.
• Promote behaviors that ensure gender equality and equal opportunities.

Remedial Steps:

• Ensure the complaint registration mechanism is safe, accessible, and sensitive.
• Address complaints about sexual harassment, conduct inquiries, provide assistance and redressal to victims, recommend penalties, and take action against harassers if necessary.
• Advise the competent authority to issue warnings or seek legal intervention to stop the harasser, with the complainant’s consent.
• Seek medical, police, and legal intervention with the complainant’s consent.
• Arrange for psychological, emotional, and physical support (counseling, security, etc.) for the victim if desired.

Procedure to be Followed by the Committee:

• The Committee shall convene upon receiving a complaint, which can be submitted to any member.
• If the written complaint lacks precision, the Committee may direct the complainant to submit a detailed statement within two days or another specified period.
• The accused employee(s) must submit a written response to the complaint within four days or another specified period.
• Both parties shall receive copies of the statements submitted by the other.
• The Committee shall conduct proceedings in accordance with the principles of natural justice, allowing both parties reasonable opportunity to present their case. If the accused does not participate, the proceedings will continue ex parte.
• Both parties may present relevant documents and witnesses, which must be certified as original or true copies.
• Documents and witnesses presented by one party may be challenged or cross-examined by the other.
• The Committee shall record and consider evidence on a day-to-day basis.
• All proceedings should ideally take place in the presence of both parties.
• Minutes of all proceedings shall be prepared and signed by the Committee members.
• The Committee shall endeavor to complete proceedings within 15 days from the date of complaint receipt.
• The Committee shall record its findings in writing, supported by reasons, and forward them with recommendations to the Principal/Management within five days of completing the proceedings. If the Committee finds evidence of a criminal offense, this shall be noted in the report.
• If a prima facie case of sexual harassment is established, and there is a risk of recurrence or it is in the interest of justice, the Committee may recommend disciplinary actions such as warnings, written apologies, bonds of good behavior, adverse remarks in confidential reports, debarment from supervisory duties, denial of membership in statutory bodies, denial of re-employment/readmission, stopping of increments/promotions, reverting, demotion, suspension, dismissal, or other relevant mechanisms.
• If the Committee finds that any person has retaliated against or victimized the complainant or any person assisting the complainant, it shall report this in writing to the Principal/Management with recommendations for action.
• If the Committee determines that the complainant has knowingly made false accusations, it shall report this in writing to the Vice Chancellor/Management with recommendations for action.