CHILD SAFEGUARDING AND POCSO COMPLIANCE POLICY

1. PURPOSE

The purpose of this policy is to ensure a safe, secure, and respectful environment for all students below the age of 18 years. The institution adopts a zero-tolerance approach toward any form of sexual abuse, harassment, exploitation, or inappropriate conduct involving children.

This policy complies with the Protection of Children from Sexual Offences Act, 2012 (POCSO Act) and other applicable laws of India.

2. SCOPE

This policy applies to:

* All teaching staff

* Non-teaching staff

* Contractual employees

* Visiting faculty

* Interns and volunteers

* Vendors and outsourced service providers

* Any individual interacting with students within the institution

3. DEFINITION OF CHILD

A child refers to any person below the age of 18 years.

4. ZERO TOLERANCE PRINCIPLE

The institution maintains zero tolerance toward:

* Sexual harassment

* Sexual assault or molestation

* Grooming behaviour toward minors

* Sexual communication with students

* Sharing sexual content with minors

* Inappropriate touching or physical contact

* Intimidation or coercion of minors

Any such act will result in immediate reporting to law enforcement authorities.

5. MANDATORY REPORTING

Under the POCSO Act, any person having knowledge or reasonable suspicion of an offence against a child must report the matter to the police.

Accordingly:

* All staff must immediately report any concern to the Child Protection Officer (CPO).

* The institution must report the matter to the police or Special Juvenile Police Unit without delay.

Failure to report may result in legal consequences.

6. CHILD PROTECTION OFFICER

The institution shall appoint a Child Protection Officer (CPO) responsible for:

* Receiving complaints regarding child safety

* Ensuring immediate reporting to authorities

* Maintaining incident documentation

* Preserving evidence

* Supporting the affected child during the process

7. STAFF CODE OF CONDUCT

Staff must adhere to the following guidelines:

* Maintain professional boundaries with students.

* Avoid closed-door one-to-one meetings with minors.

* Avoid private messaging or social media contact with students.

* Ensure interactions with students occur in visible and professional settings.

* Physical contact must only occur when necessary and appropriate.

Prohibited behaviour includes:

* Flirtatious or sexual remarks

* Personal relationships with minors

* Inviting students to private locations

* Taking photographs of students without institutional permission

8. RECRUITMENT SAFEGUARDS

The institution shall implement:

* Background verification for all employees

* Identity verification

* Reference checks

* Declaration of no prior criminal misconduct involving minors

9. RESPONSE TO COMPLAINTS

Upon receiving a complaint or suspicion:

* Ensure immediate safety of the child

* Separate the accused from contact with students

* Preserve evidence such as CCTV footage or communication records

* Report the matter to law enforcement immediately

* Provide support to the affected child

Internal inquiry shall not delay police reporting.

10. CONFIDENTIALITY

The identity of the child must remain confidential. No employee may disclose:

* Name or identity of the child

* Address or personal information

* Any identifying details

Violation of confidentiality may attract legal penalties.

11. PROTECTION AGAINST RETALIATION

The institution strictly prohibits retaliation against:

* The complainant

* Witnesses

* Individuals assisting the investigation

Any retaliatory behaviour will result in disciplinary action.

12. DISCIPLINARY ACTION

Violations of this policy may result in:

* Suspension

* Termination of employment

* Reporting to police authorities

* Legal action under applicable laws

13. POLICY REVIEW

This policy shall be reviewed annually and updated when required to maintain compliance with the law.

All staff members are bound by this policy.

WORKPLACE SEXUAL HARASSMENT PREVENTION POLICY

(Under the Sexual Harassment of Women at Workplace Act, 2013)

1. PURPOSE

The institution is committed to providing a safe, respectful, and inclusive workplace environment. Sexual harassment in any form is strictly prohibited.

This policy establishes procedures for prevention, prohibition, and redressal of sexual harassment at the workplace.

2. SCOPE

This policy applies to:

* All employees (permanent, temporary, contractual)

* Visiting faculty

* Interns and trainees

* Consultants and vendors

* Any person present at the workplace

3. DEFINITION OF SEXUAL HARASSMENT

Sexual harassment includes any unwelcome act or behaviour of sexual nature, whether directly or indirectly, including but not limited to:

* Physical contact or advances

* Demand or request for sexual favours

* Making sexually coloured remarks

* Showing pornography

* Any unwelcome physical, verbal, or non-verbal conduct of sexual nature

4. EXAMPLES OF PROHIBITED CONDUCT

Examples include:

* Inappropriate touching or physical contact

* Repeated unwanted invitations or messages

* Comments about a person's body or appearance

* Sharing sexual jokes or images

* Sending inappropriate messages through phone, email, or social media

5. INTERNAL COMPLAINTS COMMITTEE (ICC)

The institution shall constitute an Internal Complaints Committee consisting of:

* Presiding Officer (a senior woman employee)

* At least two employee members

* One external member from an NGO or legal background

The ICC will be responsible for receiving and investigating complaints.

6. FILING A COMPLAINT

A complaint may be filed:

* In writing

* Within three months from the date of the incident

The complaint should include details of the incident, date, location, and names of involved persons.

7. INTERIM RELIEF

During the investigation, the ICC may recommend:

* Transfer of the respondent or complainant

* Grant of leave to the complainant

* Restricting contact between parties

8. INQUIRY PROCESS

The ICC shall conduct an impartial inquiry and may:

* Interview witnesses

* Examine evidence

* Review relevant records

The inquiry shall generally be completed within 90 days.

9. CONFIDENTIALITY

The identity of the complainant, respondent, witnesses, and proceedings shall remain confidential.

Disclosure of such information may lead to disciplinary action.

10. ACTION ON FINDINGS

If the complaint is proven, the institution may impose:

* Written apology

* Warning or reprimand

* Suspension

* Termination of employment

* Deduction of compensation from salary

11. FALSE COMPLAINTS

If a complaint is found to be intentionally false and malicious, appropriate disciplinary action may be taken.

However, inability to prove a complaint does not automatically make it false.

12. AWARENESS AND TRAINING

The institution shall conduct periodic awareness programs to inform employees about:

* Workplace conduct

* Complaint procedures

* Prevention of sexual harassment

13. POLICY REVIEW

This policy will be reviewed periodically to ensure compliance with applicable laws.