Gender Sensitization Committee Against Sexual Harassment (GSCASH)

Overview

The GSCASH at Central University of Jammu (CUJ) is a legally formalized committee to address gender issues and prevent sexual harassment. It follows national regulations including:

• Ministry of Human Resource Development guidelines
• University Grants Commission (UGC) Regulations, 2015
• Ministry of Women and Child Development's Gender Champions Guidelines, 2016

Definitions

• Aggrieved Person: Any woman, man, or transgender person, employed or not, who alleges sexual harassment.
• Campus: Includes all CUJ facilities (libraries, lecture halls, hostels, sports venues, transportation) and any external locations visited under CUJ capacity (field trips, internships, study tours).
• Sexual Harassment: Includes unwanted physical, verbal, or non-verbal conduct of a sexual nature, demands for sexual favors, sexually colored remarks, physical contact, and showing pornography.
• Protected Activity: Any action such as filing a harassment charge, testifying, assisting or participating in an investigation.
• Third Party Harassment: Harassment by someone not employed or studying at CUJ but visiting in any capacity.

Responsibilities of CUJ

• Update institutional policies to reflect anti-sexual harassment regulations.
• Publicly notify and disseminate anti-harassment policies across campus.
• Conduct regular training and sensitization workshops for faculty, staff, and students.
• Commit to a zero-tolerance policy towards sexual harassment.
• Display prominently penalties and complaint mechanisms via prospectus and notice boards.
• Empower the Internal Complaints Committee (ICC) with autonomy and necessary resources.

Supportive Measures

• Continual revision of ICC/UCC rules based on legal updates and court judgments.
• Provide ICC with infrastructure, office space, staff, legal support, and financial backing.
• Special care for vulnerable groups (by caste, gender, orientation, ability).
• Ensure ethical research supervision for doctoral and research students.
• Half-yearly reviews of policy implementation.
• Gender sensitization sessions in HRDCs and orientation programs across disciplines.
• Ensure well-lit campuses, trained security (including women), and reliable campus transport.
• Focus on building women's hostels and providing equitable rules for all genders.
• Institutionalize professional counseling services for mental support.

Grievance Redressal Mechanism

• Internal Complaints Committee (ICC) shall handle all complaints with confidentiality and fairness.
• Assist complainants with police filings and internal processes.
• Allow complaints from friends, family, colleagues in case of incapacity or death of the victim.
• Permit a 3-month filing period (extendable under certain conditions).
• Protect victims/witnesses from retaliation or victimization.

Interim Relief

• Transfer either party to minimize interaction risks.
• Grant leave with full benefits for up to three months to the complainant.
• Restrict the respondent from evaluating or contacting the complainant.
• Warn and restrain respondents from campus if necessary.
• Create a safe and non-retaliatory environment for the aggrieved person.

Punishment and Compensation

• Employees: Punishment as per CUJ service rules.
• Students: Penalties ranging from suspension and expulsion to community service and counseling.
• Compensation: Based on trauma, career loss, medical costs, income of offender, and may be paid in lump sum or installments.

Ordinance