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PROJECTS
Our service to the humanity is diverse, however, aiming at Peace of the world through education as we believe it to be our life itself pursuant to Canon Law in Proverbs 4:13(GNB). We would like to guard it well by following the natural law of life ( Cosmic Law),adhering to all State Laws, using "Thirukkural English Couplet" ( Thirukkural)
We do execute our education as Eunoia Services, which is either through individuals or done collectively. Now we aim our work collectively through the ICA University. We start with serving the women and children first and thus we have presently launched the Project of Orientation and Assistance for establishing Vishaka Committees in all establishments all over Tamil Nadu, extending later to all over India as per law requirement. This long period of 4 years may be extended owing to the pandemic situations.
1. project of Orientation and Assistance for establishing Vishaka Committees 2021-2024
We offer Power Point Presentation for orientation and form the Committee and conclude it with Pledge signing by the Committee Members. One of our Trustees/ Board Members may be ready to function as the External Committee member on request.
DO YO HAVE VISHAKA COMMITTEE AT YOUR WORK-PLACE ?
IF "NO" YOU MAY BE PENALIZED WITH RS. 50,000/
OUTLINE OF THE FORMATION OF THE COMMITTEE
General:
However, WHATEVER guidelines in formulation of the Vishaka Committe are there, they will not prejudice any rights available under the Protection of Human Rights Act, 1993 and the Universal Declaration of Human Rights,1948 (UDHR,1948)
Definitions
Sexual
Harassment at workplace: For this purpose, sexual harassment includes such
unwelcome sexually determined behaviour (whether directly or by implication)
as:
i.
Physical contact and advances;
ii. A
demand or request for sexual favours;
iii.
Sexually coloured remarks;
iv.
Showing pornography;
v. Any
other unwelcome physical, verbal or non-verbal conduct of sexual nature where
any of these acts is committed in circumstances wherein the victim of such
conduct has a reasonable apprehension that in relation to the victim’s employment
or work whether she is drawing salary, or honorarium or voluntary, whether in
government, public or private enterprise 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 including recruiting
or promotion or when it creates a hostile work environment. Adverse
consequences might be visited if the victim does not consent to the conduct in
question or raises any objection thereto.
Word and Expressions used and not defined in this policy shall have the meanings respectively assigned to them in Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, as amended from time to time.
Responsibilities
All individuals must follow this policy and shall coordinate for effective implementation of this policy.
Criminal Proceedings
All the
employee of the Department has a personal responsibility to ensure that their
behaviour is not contrary to this policy. All employees are encouraged to
reinforce the maintenance of a work environment free from sexual harassment.
Where such conduct amounts to a specific offence under the Indian Penal Code or under any other law, the employer shall initiate appropriate action in accordance with law by making a complaint with the appropriate authority.In particular, it should ensure that victims or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment. The victims of sexual harassment should have the option to seek transfer of the perpetrator or their own transfer.
Documentation:
The committee shall keep complete and accurate documentation of the complaint, its investigations and the resolution thereof. The incident would be documented in both the complainant’s and the accused files with the full report of the Complaints Committee.
Disciplinary Action:
Where any misconduct is found by the Committee, appropriate disciplinary action shall be taken against the accused. Disciplinary action may include transfer, withholding promotion, suspension or even dismissal or any other action as may deem fit by the Committee. This action shall be in addition to any legal recourse sought by the Complainant.
Composition of the Internal Complaint Committee
The complaint mechanism, referred to above, should be
adequate to provide, where necessary, a Complaints Committee, a special counsellor or other support service,
including the maintenance of confidentiality.
The Complaints Committee should be headed by a woman and not less than half of its member should be women. Further, to prevent the possibility of any undue pressure or influence from senior levels, such Complaints Committee should involve a third party, either NGO or other body who is familiar with the issue of sexual harassment.
Third Party Harassment:
Where sexual harassment occurs as a result of an act or omission by any third party or outsider, the employer and person in charge will take all steps necessary and reasonable to assist the affected person in terms of support and preventive action.
Quarterly & Annual Report:
A. The chairperson of committee
shall furnish consolidated quarterly report after the meeting held by the
committee members on every quarter with the below details
·
Number of
cases,
·
Date of
complaint,
·
Allegation
in brief,
·
Present
status of case
·
Any order
passed by the disciplinary authority with date
·
or if
not, Nil report
B. The committee shall in each
calendar year, prepare & submit report to the employer with the following
details
·
Number of
complaints of sexual harassment received in the year
·
Number of
complaints disposed of during year
·
Number of
cases pending
· Submission of reports with no issue raised during the year.
Applicability & Scope
This policy extends to all the categories of employees of the Department employees, both permanent and on contract at the workplace