Internal Complaints Committee

Introduction

Late Bhausaheb hiray S S. trust’s institute of computer application, bandra believes in the empowerment of women and has zero tolerance for sexual harassment. The institute administration feels that everyone who is working or studying in the institute has the right to be treated with dignity and respect and has a right to safe and healthy work environment. IMR is committed to provide a place of work and study that is free of sexual harassment. Hence, the institute has an Internal Complaints Committee which promptly and thoroughly looks into matters related to sexual harassment. The committee respects the confidentiality and privacy of individuals reporting and the accused of sexual harassment to the extent possible. Care is also taken to see that the complainants, witnesses and the harasser does not face victimization and discrimination during the process of enquiry.

  • To build self-esteem and dignity among girl students and ladies faculty members.
  • To offer service such as counseling, legal aid in case of atrocities against women.
  • To create awareness regarding women rights.
  • To avoid and prohibit sexual harassment at institute.
  • To arrange programs regarding health, personality development etc.
  • To record and document the minutes of meetings and annual reports.
  • Sexual harassment as defined in the Sexual harassment of women at workplace (prevention, prohibition and redressal) Act, 2013 includes any one or more of the following ‘Unwelcome’ acts or behaviour:
  • physical contact and advances;
  • a demand or request for sexual favours;
  • making sexually coloured remarks;
  • showing pornography or any other unwelcome physical, verbal or non-verbal conduct of sexual nature.This would also include online harassment via internet, SMS and social network sites. Further, the following may also amount to sexual harassment:
  • implied or explicit promise of preferential treatment;
  • implied or explicit threat of detrimental treatment;
  • implied or explicit threat about present or future employment status;
  • interference with work or creating an intimidating or offensive or hostile work environment; or
  • humiliating treatment likely to affect health or safety.

Composition of ICC on Sexual Harassment

Sr_No

Name of the Committee Members

Designation

Phone-No

Email ID

1

Mrs. Aquila Shaikh

Teaching Member

9769358612

aquishaikh@gmail.com

2

Dr.  Rashmita Pradhan

Teaching Member

8104916880

rashmitap@gmail.com

3

Dr. Avantika Mahadik

Teaching Member

9321122614

Avantika_mahadik@rediffmail.com

4

Rupali Kadav

Non-Teaching Member

9699220749

rupaliskadav@gmail.com

5

Prafull Dhande

Non-Teaching Member

7208339579

prafuldghande@gmail.com

6

Subhajit Mukherji

NGO Representative

9323942388

topurgent@gmail.com

7

Ritvik Mali

Student

8698706602

Ritvikmali2@gmai.com

8

Nisha N. Parse

Student

9579331843

nishaparse@gamil.com

Mechanism of ICC on Sexual Harassment

The mechanism for registering complaints at IMR is safe, accessible and sensitive.

  • Step I: An aggrieved female should give a written complaint either in person or through post or email. It should be submitted to the ‘Prevention of Sexual Harassment and Atrocities against Women Committee’ within 3 months of the date of the incident. The time limit maybe extended for a further period of 3 months if, on account of certain circumstances, the woman was prevented from filing the complaint. If the aggrieved woman is unable to make a complaint, her legal heirs may do so.
  • Step II: On receipt of the complaint, the ICC will proceed to make an inquiry in accordance with the service rules or in their absence, in accordance with rules under the Act. The inquiry will be completed within 90 days. And the inquiry report will be submitted within 10 days from the date of completion of the inquiry.
  • Step III: If the ICC finds that the allegations against the respondent are proven, it will submit a report to the Director to take action for sexual harassment as misconduct in accordance with the provisions of the applicable service rules or where no service rules exist, in accordance with rules framed under the Act.
  • Step IV: The institute management will act on the recommendations of ICC within 60 days of the submission of the inquiry report.

Step V: Appeal against the decision of the ICC is allowed within 90 days of the recommendations.

Sr_No

Name

Designation

Role

1

Mr. Vikram Patalbansi

Associate Professor

Convener

2

Mr. Praful Dhande

Ckerk

Member

3

Mr. Nana Ahire

Ckerk

Member

Code of Ethics in Research

The KCES’ Institute of Management and Research Jalgaon is committed to promote and maintain high standards of honesty and accountability in the conduct of academic research and is keen to implant and endorse the culture of honesty and transparency in all its institutional activities. The institute preserve academic honor and integrity by repudiating all forms of academic and intellectual dishonesty, including plagiarism. As per the University guidelines every PhD thesis is checked for plagiarism through Urkund software for ensuring originality.

ETHICAL CONCERN IN RESEARCH

Principles
  •     Honesty in all aspects of research
  •      Accountability in the conduct of research
  •      Professional courtesy and fairness in working with others
  •      Good stewardship of research on behalf of others
Responsibilities
  •     Integrity: Researchers should take responsibility for the trustworthiness of their research.
  •     Adherence to Regulations: Researchers should be aware of and adhere to regulations and policies related to research.
  •     Research Methods: Researchers should employ appropriate research methods, base conclusions on critical analysis of the evidence and report findings and interpretations fully and objectively.
  •     Research Records: Researchers should keep clear, accurate records of all research in ways that will allow verification and replication of their work by others.
  •     Research Findings: Researchers should share data and findings openly and promptly, as soon as they have had an opportunity to establish priority and ownership claims.
  •     Authorship: Researchers should take responsibility for their contributions to all publications, funding applications, reports and other representations of their research. Lists of authors should include all those and only those who meet applicable authorship criteria.
  •     Publication Acknowledgement: Researchers should acknowledge in publications the names and roles of those who made significant contributions to the research, including writers, funders, sponsors, and others, but do not meet authorship criteria.
  •     Peer Review: Researchers should provide fair, prompt and rigorous evaluations and respect confidentiality when reviewing others’ work.
  •     Conflict of Interest: Researchers should disclose financial and other conflicts of interest that could compromise the trustworthiness of their work in research proposals, publications and public communications as well as in all review activities.
  •     Public Communication: Researchers should limit professional comments to their recognized expertise when engaged in public discussions about the application and importance of research findings and clearly distinguish professional comments from opinions based on personal views.
  •     Reporting Irresponsible Research Practices: Researchers should report to the appropriate authorities any suspected research misconduct, including fabrication, falsification or plagiarism, and other irresponsible research practices that undermine the trustworthiness of research, such as carelessness, improperly listing authors, failing to report conflicting data, or the use of misleading analytical methods.
  •     Responding to Irresponsible Research Practices: Research institutions, as well as journals, professional organizations and agencies that have commitments to research, should have procedures for responding to allegations of misconduct and other irresponsible research practices and for protecting those who report such behavior in good faith. When misconduct or other irresponsible research practice is confirmed, appropriate actions should be taken promptly, including correcting the research record.
  •     Research Environments: Research institutions should create and sustain environments that encourage integrity through education, clear policies, and reasonable standards for advancement, while fostering work environments that support research integrity.
 Societal Considerations: 

Researchers and research institutions should recognize that they have an ethical obligation to weigh societal benefits against risks inherent in their work