Sexual Harassment Committee 
 

NEISSR,  Chümoukedima Nagaland adheres to the following 

1.     Anti-sexual harassment cell to be made functional with at least two senior women faculty on the committee.

2.     Anti-sexual harassment policy to be adopted and publicized. The Supreme Court judgment of 1997 makes it obligatory for every employer             and other responsible persons to follow the guidelines laid down by the Court and to evolve a specific policy to combat sexual harassment             in the workplace. Following this, NEISSR, Chümoukedima Nagaland being committed to upholding the Constitutional mandate ensuring the             above-mentioned human rights, adopted the following policy.   

Declaration of Policy 
         NEISSR, Chümoukedima, Nagaland shall value the dignity of every individual, enhance the development of its human resources, guarantee             full respect for human rights, ensure the full enforcement of “Fundamental Rights” under articles 14, 15, 19 (1) (g) and 21 of the Constitution           of India, and uphold the dignity of workers, employees, applicants for employment, students or those undergoing training, instruction or               education. Towards this end, all forms of sexual harassment in the employment, education or training environment are hereby declared                  unlawful. 

 DEFINITION OF SEXUAL HARASSMENT 
         The UGC regulation speaks about the prevention, prohibition and redressal of sexual harassment of women employees and students in                 higher education institutions (UGC Regulation, 2015). Sexual harassment includes unwelcome sexually determined behaviour (whether                   directly or by implication such as: 
         1.     Physical contact and advances 

          2.     A demand or request for sexual favours 

          3.     Sexually coloured remarks 

          4.     Showing pornography 

          5.     Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature 

          6.     Implied or explicit promise of preferential treatment as quid pro quo for sexual favours 

           7.     Implied or explicit threat of detrimental treatment in the conduct of work 

           8.     Implied or explicit thereat of the present or future status of the person concern

           9.     Creating and intimating offensive or hostile environment 

           10.  Humiliating treatment likely to affect the healthy, safety, dignity or physical integrity of the person concern Where any of these acts                           are  committed in circumstances where the victim of such conduct has a reasonable apprehension about the victim’s employment or                       enrolment in the institution whether she is drawing salary, honorarium or otherwise, such conduct can be humiliating and may                                 constitute a health and safety problem. It is discriminatory for instance when the woman has reasonable grounds to believe that her                      objection would disadvantage her in connection with her employment or work or studentship including recruiting or promotion or                          academics when it creates a hostile work environment. Adverse consequences might be visited if the victim does not consent to the                        conduct inquisition or raises any objection thereto.             


 OBJECTIVES OF THE POLICY

            1.  To fulfil the directives of the Supreme Court, as per UGC directives in respect of implementing a policy against sexual harassment in                          the    institution.
            2.   To evolve a mechanism for the prevention and redressal of sexual harassment cases and other acts of gender-based violence in the                         institution. 

             3.   To ensure the implementation of the policy in letter and spirit through proper reporting of the complaints and their follow-up                                    procedures. 
             4.    To provide an environment free of gender-based discrimination. 

             5.    To ensure equal access to all facilities and participation in activities of the college. 

              6.     To create a secure physical and social environment which will detract from sexual harassment. 

              7.     To promote a social and psychological environment that will raise awareness about sexual harassment in its various forms. 

              Sexual Harassment Cell (Internal Complaint Cell) 

              1. Chairperson                : Dr. Lily Sangpui, Assistant professor 

              2. Secretary                     : Ms. Elizabeth Pojar, Assistant Professor 

              3. Member                       : Dr. Abel Ariina, Assistant professor 

              4. Member                       : Sr. Resmy, Academic Program Coordinator 

              5. Member                       : Female class representatives of BSW I, BSW III, MSW I & MSW III 

              6. Member                       : Ms. Tsulula, Vice President, SCSC 

              7. NGO Representative : Sr. Pramila, Director, ACID 

Grievance Redressal Policy 

Introduction:

North East Institute of Social Sciences and Research is committed to creating a conducive and supportive environment for all its stakeholders, including students, faculty, staff, and parents. In line with this commitment, we have established a Grievance Redressal Policy to provide an effective mechanism for addressing grievances and complaints promptly and fairly. This policy aims to ensure transparency, accountability, and fairness in resolving issues within the college community.

information

 Scope: This policy applies to all members of the college community, including students, faculty, staff, and parents. It covers grievances related to academic matters, administrative issues, discrimination, harassment, and any other concerns affecting the college environment.  

 Principles: Our Grievance Redressal Policy is guided by the following principles:  

 Fairness: All grievances will be addressed impartially, with no discrimination based on race, gender, religion, or any other personal characteristic.

 Confidentiality: The college will maintain strict confidentiality throughout the grievance resolution process, to the extent allowed by law.

 Timeliness: Every effort will be made to resolve grievances promptly and efficiently.  

 Transparency: Parties involved will be informed of the progress and outcomes of the grievance process.  

 Access: The policy will be communicated to all stakeholders, and procedures for lodging grievances will be easily accessible. 
 
 Grievance Redressal Mechanism: The college has established the following steps for grievance redressal:  

  Informal Resolution: In most cases, individuals are encouraged to attempt an informal resolution of their grievances by discussing them with       the relevant person(s) or department(s) involved. This should be the first step in addressing any issue. 

  Formal Grievance Filing: If an informal resolution is not possible or satisfactory, the grievant may file a formal written complaint using the           college's prescribed grievance form. This form can be obtained from the college website or the administrative office.  

  Grievance Committee: The Grievance Committee, composed of impartial members from different departments, will be responsible for reviewing and investigating formal grievances. The committee will aim to resolve the issue within a reasonable time frame, typically not exceeding 30 days. 

  Appeal Process: If the grievant is dissatisfied with the outcome of the Grievance Committee’s decision, they may appeal to the college's higher authority, such as the Dean or Principal. The decision of the higher authority will be final.  

 Confidentiality: The college will ensure that all information related to the grievance, including the identity of the grievant and those involved, is kept confidential, except as required by law. 

 Reporting Mechanism: The college will widely publicize the grievance redressal policy and procedure through the college website, notice boards, and orientation programs. Additionally, contact information for the Grievance Committee and higher authorities for appeals will be made available to all stakeholders.

  Monitoring and Review: The college will regularly review and update the Grievance Redressal Policy to ensure its effectiveness and relevance. Feedback from stakeholders will be considered in this process.  

 Conclusion: North East Institute of Social Sciences and Research is committed to fostering a harmonious and supportive college community. We believe that an effective grievance redressal mechanism is essential for addressing concerns and conflicts promptly and fairly. This policy reflects our dedication to maintaining a positive and inclusive college environment for all.