Page 13 - Conduct Rules for Employees

HR MANUAL
CHAPTER 6 CONDUCT RULES FOR ALL EMPLOYEES
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6.4.5 Internal Complaints Committee:

The Internal Complaints Committee (ICC) shall ensure time bound treatment of complaints.
The ICC while inquiring into complaints of Sexual Harassment, shall be headed by a Woman and
not less than half of its members should be women.

To prevent the possibility of any undue pressure or influence from Senior levels, such Complaints
Committee shall involve an outsider familiar with issues of sexual harassment as provided for under
the Sexual Harassment of Women at Workplace [Prevention, Prohibition & Redressal] Act, 2013.

6.4.6 Employees’ Initiative:

Employees shall raise issues of sexual harassment at other appropriate forums and shall be
affirmatively discussed in such meetings.

6.4.7 Awareness:
VIT shall create awareness of the rights of Women Employees in this regard by prominently

notifying these guidelines in a suitable manner.

6.4.8 Third Party Harassment:

Where sexual harassment occurs as a result of an act or omission by any third party or outsider, the
Institute shall take all steps necessary and reasonable to assist the affected person in terms of
support and action.

a.4.9 Punishment & Procedure:

a. Before any Employee is punished for any complaint of sexual harassment, he/she shall be
extended with opportunities in an Enquiry in accordance with the said Act.
b. The proceedings of the Committee shall be held in-camera.

c. The Internal Complaints committee shall ensure that the victim / complainant, as the case may
be, is not subjected to any sort of harassment by adopting any procedure that is likely to cause
embarrassment to such victim / complainant.

d. The Internal Complaints committee shall exercise caution while providing opportunity of cross
examination of the victim / complainant by the opposite party.

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