Women’s Cell

Every citizen of the country, male and female, enjoys the right to education and employment in an environment of safety and security. The Constitution of India has strived for gender equality since its very inception. The Sexual Harassment of Women at Workplace (Prevention Prohibition and Redressal) Act, 2013 (“POSH Act”) was enacted by the Ministry of Women and Child Development, India, in the year 2013. Subsequently, the Government also notified the Sexual Harassment of Women at Workplace (Prevention Prohibition and Redressal) Rules. In the same year, the Criminal Law Amendment Act criminalized sexual harassment, voyeurism and stalking. The Supreme Court held that any sort of gender-based discrimination or sexual harassment of women at their workplaces, not only violates their rights under Articles 14 and 21 but also their freedom to practice any profession, or carry out any occupation, trade or business, as guaranteed by Article 19(1)(g). Workplace harassment constitutes a human rights violation. In this case, the Court framed certain guidelines, also known as the Vishaka guidelines, relying on the provisions of the Convention on Elimination of All forms of Discrimination against Women (“CEDAW”). University Grants Commission (UGC) recommends the measures for ensuring the safety of women and programs for gender sensitization on campuses. A Women’s Cell in institution symbolizes a safety hub for the students. It is also the sign of progression and open thinking. Vision of the Women’s Cell of this college is to promote general well-being of female students, teaching and non-teaching women staff of the College and to provide and maintain a dignified, congenial working environment for women and enable them to explore their imminent potential in all aspects

Women Empowerment and Gender Equality are the most important requirements for the upliftment and progress of our nation. We are glad to inform you that Bangabasi Morning College has set up a Women’s Cell for the students, teaching and non teaching staff. The purpose of the cell is to maintain a good academic and social environment of our college and to let everybody know what is actually meant by Sexual Harassment and to grow awareness against this. Workplace Sexual Harassment is a form of gender-based discrimination that violates the Fundamental right to equality and right to life as guaranteed under Articles 14 and 21 of the Indian Constitution, respectively. Everyone is requested to approach Women’s cell without any fear. The identity of the harassed person will be kept strictly confidential. Proper steps will be taken according to the guidelines of the Hon’ble Supreme Court of India. Written complaints could be made to Women Cell directly. One may drop it in the Complaint Box of Women’s Cell or contact through the Helpline Number displayed in the College Notice Board. Active cooperation from all concerned is solicited.

Convener Women’s Cell

Bangabasi Morning College

As recommended by the Hon’ble Supreme Court of India and in accordance with the directives issued by the University Grants Commission, Bangabasi Morning College has constituted a Women’s Cell in our college. The purpose of the Cell is to ensure a gender-sensitive work atmosphere conducive to healthy interaction between and among all sections of the college.

The Women’s Cell of Bangabasi Morning College has decided to emphasize on the following issues:

  • to develop guidelines and norms for a policy against sexual harassment
  • to develop principles and procedures for combating sexual harassment
  • to work out details for the implementation of the policy
  • to prepare a detailed plan of actions, both short and long term
  • to organize awareness program with the help of NGOs
  • to organize Poster Campaigning Programmes in the College premises
  • to organize seminars for improving awareness

For the kind attention of all concerned the following guidelines and acts are recommended by the Hon’ble Supreme Court of India:

The Court framed certain guidelines, also known as the Vishaka guidelines, relying on the provisions of the Convention on Elimination of All forms of Discrimination against Women (“CEDAW”). Based on the Vishaka Guidelines, the Sexual Harassment of Women at Workplace (Prevention Prohibition and Redressal) Act (“POSH Act”) was enacted.

 Salient features of the POSH Act:

  1. Scope and Applicability
  2. The POSH Act extends to the whole of India.
  3. According to the Act, the term ‘aggrieved woman’ includes a woman of any age, subjected to any act of sexual harassment. The application is not limited to employees only and can be extended to customers and clients of an organization as well.
  4. The POSH Act applies to the organized as well as the unorganized sector; it also applies to Governmental, Non-Governmental as well as private sector bodies.
  5. The POSH Act has also expanded the meaning of the term ‘workplace’, and does not adopt a literal approach. Besides public and private sector bodies and their units and branches, it includes hospitals, educational and sports institutes. It also includes any place visited by an employee during as a consequence of their employment, including transportation provided by the employer.
  6. The term employee has been defined as a person employed at a workplace for any work on regular, temporary, ad hoc or daily wage basis, either directly or through an agent or a contractor, with or, without the knowledge of the principal employer, whether for remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied and includes a co-worker, a contract worker, probationer, trainee, apprentice or called by any other such name. 
  1. ‘Sexual Harassment’
  2. Based on the Vishaka guidelines, the POSH Act also expands the scope of the term sexual harassment, to include the following; physical contact and advances, demand or request for sexual favours, sexually coloured remarks, showing pornography, any unwelcome physical or verbal sexual advances and gestures.
  3. In addition to the acts which could amount to sexual harassment, the Act also stipulates circumstances, which could amount to sexual harassment in case they occur in relation to any other act of sexual harassment. These circumstances include; implied or explicit promises of preferential treatment or detrimental treatment or threats regarding employment status or interference with one’s work or humiliating treatment.
  4. The definition of sexual harassment under the POSH Act, includes the concept of quid pro quo sexual harassment, wherein the recipient’s consent to sexual acts is manipulated through intimidation, threats or even incentives of professional advancement. For instance, if a woman is pressurized into partaking in sexual acts by stating that her refusal would lead to adverse consequences for her career.

iii. Internal Complaints Committee (“ICC”)

  1. As per Section 4 of the POSH Act, every workplace, having more than ten employees, is required to constitute an Internal Complaints Committee at every office, in case there are multiple.
  2. The ICC comprises 4 members nominated by the employer and shall include a female Presiding Officer, two members with an experience in the field of social work or possess legal knowledge, one member from an organization advocating the cause of women and against sexual harassment.
  3. At least one-half of the total members should be constituted by women;
  4. The members hold office for a period of three years.
  5. In case of an office where the number of employees is less than ten, a Local Complaints Committee (“LCC”) is required to be constituted in every district, by the District Officer, as per the provisions under Chapter III of the POSH Act.
  6. The Committees are empowered to inquire into a complaint in the same capacity as a Civil Court under the Code of Civil Procedure, 1908. 
  1. Proceedings before the ICC/LCC
  2. An aggrieved woman is required to submit her complaint along with required documents, disclosing the witnesses, within three months from the date of the incident. The timeline for instituting the complaint may be extended by the committee if sufficient cause for the delay is displayed. If the aggrieved woman is incapable of filing the complaint due to any reason, the POSH Act and rules permit a third person to institute a complain on her behalf.
  3. Following the receipt of a complaint, prior to initiating an inquiry, the ICC is required to provide for alternative dispute resolution in the form of conciliation, if requested by the complainant.
  4. The Committees are empowered to issue interim reliefs. The POSH Act also prescribes punishments and/or disciplinary actions included under the service rules of the organization after the allegation has been proved.
  5. The POSH Act also provides for compensation to the aggrieved woman. This compensation is required to be paid by the respondent and in case of their failure to do so, the ICC may forward the order for recovery of compensation to the concerned District Officer.
  1. Malicious Complaints

In order to ensure that the provisions of the POSH Act are not exploited or misused, provisions for instituting action against false or malicious complaints.

  1. Non-compliance with the Act

The Act imposes heavy penalties on employers, in the form of fines up to INR 50,000 in case of non-compliance with the provisions of the Act. Repeated violations could lead to higher penalties and cancellation of license or registration.

In order to achieve the objectives of the POSH Act and create a truly secure work environment for women, a collective, genuine effort of all the stakeholders is required. At the same time, since the Act concerns a very sensitive issue, its interpretation must adopt a flexible and dynamic approach, acknowledging the legislative intent behind the Act.

Composition of the Women’s Cell:

Dr. Priyanka Mallick-  Convenor
Dr. Trayee Biswas
Dr. Papiya Saha
Dr. Malabika Bhowmick
Dr. Kasturi Roy Chatterjee
Professor Biswajit Sarkar
Professor Susmita Koner
Professor Pallavi Roy
Smt. Rina Roy
Smt. Priti Saha, Student’s Representative

Report of Women’s Cell 

Report of Women Cell (From July, 2018- to June, 2019) Click here
Report of Women Cell (2021) Click here
Report of Women Cell (2022) Click here
Annual Gender Sensitization Action Plan (January to December) Click here
Specific facilities provided for women Click here