Sexual Harassment Policy

Ahmedabad University has a zero-tolerance policy against sexual harassment, which is widely condemned as a form of human rights violation, an infringement on life and liberty and a grave form of gender-based discrimination. Sexual harassment of any level is a punishable offence.

As per the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, an Internal Complaints Committee has been constituted who can be contacted for any complaints.

View Government of India's Handbook on Sexual Harassment

Grievance Redressal Policy

We care about the well-being of our students and faculty, and believe in giving proper attention to any grievances. Students may express grievances by filling out the following form (Grievance Redressal Form), and submit it to Director/Dean of the concerned Centre/School. The employees may register their grievance by filling out the following form (Grievance Redressal Form) and submitting it to the Registrar.

Whistleblower Policy

Background

Ahmedabad University is committed to highest standards of integrity in all aspects of its conduct and operations. Its Code of Conduct strongly supports freedom of speech. It also encourages reporting of unethical conduct and violation of the University’s code of conduct by developing a culture where it is safe for all its stakeholders to report concerns about any unethical/improper practices and events of misconduct, as more particularly defined in this policy.

Purpose

This Whistle Blower Policy (the “Policy”) provides a framework and the process for all members of the Boards and Advisory Committees, faculty, non-academic staff, support staff, other employees, business associates and other stakeholders who are a part of the University to report, in good faith, instances of unethical/improper conduct in the University thereby strengthening the University’s commitment to adhere to high standards of ethical, moral and fair academic and business practices.

Whistle-blowing

An act of informing or reporting to appropriate authorities about any confirmed or suspected unethical practices, wrongdoings or illegal activities in the University and wilful violations of the University code of conduct.

Whistle-blower

Any individual who reports confirmed or suspected unethical practices, wrongdoings or illegal activities in the University or any wilful violations of the laws of the nation and the Code of Conduct of the University.

Applicability

This policy is applicable to following stakeholders whether currently in association or not with the University or whether in regular employment or on a contract basis.

1. Board Members
2. Members of the Advisory Committees
3. Faculty
4. Non-academic Staff
5. Support Staff
6. Students
7. Any other stakeholder or business partner with the University

What Can a Whistle-blower Report?

This is an illustrative list only.

• Failure to comply with laws, rules and code of conduct
• Financial malpractice and impropriety
• Bribery and corruption
• Academic and professional malpractices
• Criminal activity
• Dangers to Health, safety and environment
• Manipulation and unlawful disclosure of university records and data
• Gender discriminations and sexual harrassment

Reporting by the Whistle-blower

The Whistleblower should report all suspected violations against any one including senior management through:

1. Web portal
2. Email
3. Written submission can also be sent in a sealed envelope to the Convenor, Whistleblower Committee.

However if the complaint is against the Registrar, Vice Chancellor or any member of the Board, the Whistleblower may choose to send it directly to the Chairperson of the Whistleblower Committee.

Role of the Whistleblower

1. The Whistle Blower is expected to report with reliable information in good faith along with necessary evidence having enough ground to substantiate the concern.
2. Whistleblower should not act on their own in conducting any investigative activities, nor do they have a right to participate in any investigative activities other than as requested by the Designated Authority or the Whistleblower Committee.

Concern Assessment and Investigation

1. Whistleblower Committee: The Vice Chancellor shall designate a Whistleblower Committee comprising of one Member nominated from the BOG or BOM, Registrar, one Dean and Head of Operations (or his nominee from HR). The Member nominated by the BOG or BOM will be the Chairperson of the Whistleblwoer Committee. The Registrar will be the Convenor of the Committee.
2. All the complaints received under this policy shall be forwarded to Whistleblower Committee in confidential manner. The Committee will establish clear procedures for handling complaints.
3. If the circumstances suggest detailed investigation, Whistleblower Committee may appoint an independent agency to investigate the matter. The decision of the Whistleblower Committee in this regard shall be final and binding, subject to ratification by the Vice Chancellor
4. All complaints will be promptly and discreetly investigated, provided that the allegations are reasonably clear and specific. The Whistleblower Committee, if needed and warranted, may get in touch with the Whistleblower to call for necessary documents in evidence. However, such transactions are to be carried out with utmost confidentiality.
5. All stakeholders of the University shall have a duty to cooperate with investigations initiated under this Policy.
6. Upon completion of investigation and subject to applicable laws, if the wrongful, unethical or illegal conduct is established on the part of any one, Whistleblower Committee shall appropriate disciplinary action against such accused, ”
7. The result of investigation shall also be notified to the Whistleblower.
8. The Whistleblower Committee’s annual report will be presented to the BOG/BOM.

Non-victimisation

1. The whistleblower will be protected by the relevant act. The identity of the whistleblower will be protected, if so requested, as per the law.
2. It is hereby declared that there will be no adverse personnel action, victimisation, retaliation or discrimination against the Whistleblower. If a Whistleblower has been victimized, discriminated or retaliated against, he or she may lodge a written complaint to the Chairman of the Whistleblower Committee.
3. If as a result of such investigations, anybody is found to have taken adverse personnel action directly or indirectly, victimized, or discriminated or retaliated against Whistleblower, the Whistleblower Committee may recommend action against such individual, which could include termination of his/her services with the University and/or initiation of appropriate legal action against the individual.
4. The Chairman shall take appropriate action on the basis of the recommendation of the Whistleblower Committee.
5. The above protection against victimisation, retaliation or discrimination will also be available (to the same extent) to stakeholders who offered evidence or made written statements or otherwise participated in the investigation process.

Miscellaneous

1. It may be noted that an individual who knowingly makes frivolous, misleading or false complaints, or without a reasonable belief of the complaint, will not be protected by this Policy and suitable disciplinary action will be taken by the University.
2. This will also apply to those individuals, who make false statements or give false evidence during the investigations.
3. This policy is not a grievance redressal and thus no complaints of such nature shall be addressed using this policy.
4. The Office of the Registrar is the owner of this policy. One may contact the Registrar for any clarification or assistance.
5. All documents, papers, evidences, show cause notices, replies, minutes, investigation report and corrective action taken pertaining to the complaint will be maintained by the Whistle-blower Committee for a period of 3 years from the date of disposal of the Complaint both in Hard Copy / Soft Copy in a secured environment.