Internal Complaints Committee

The Internal Complaints Committee assures that all the students, teaching, and non-teaching staff are treated with dignity and respect, and their complaints, if any, shall be addressed in a fair manner and confidentiality maintained throughout. It consists of four divisions:

  • Employee Grievance Redressal Committee
  • Student Grievance Redressal Committee
  • Anti-Women Harassment Committee
  • Disciplinary Committee

Policy/Standard Operating Procedure:

  • The INTERNAL COMPLAINTS COMMITTEE addresses complaints of the student/employee of Dr. R. N. Lahoti College of Nursing, and the incident should happen inside the college campus.
  • The Committee shall meet once in three months, and when any complaint is received by it.
  • An aggrieved employee/student shall submit in writing to the Principal/ Vice Principal / Grievance Redressal Committee for further action.
  • The Committee may direct the aggrieved person to prepare and submit a detailed statement of the incident, if the written complaint lacks exactness and required particulars, within two days from such direction or such other period that the Committee may decide.
  • The Committee shall allow both parties to produce relevant documents and witnesses to support their case. Documents produced by either party shall be affixed with that party & the signature to certify the document as an original/true copy.
  • The Committee shall direct the accused student/employee to prepare and submit a written response to the complaint/allegations within two days from such direction or such other period as the Committee may decide.
  • The complaint received should be taken over by the chairperson of the particular subcommittee and forwarded by the Principal/ Vice Principal.
  • Further procedure of conciliation and enquiry should be taken by the subcommittee and should begin within a period of 4 days.
  • Sub-committee shall allow both parties a reasonable opportunity to present their case.
  • Minutes of all proceedings of the subcommittee shall be prepared and duly signed by the secretaries of the subcommittee.
  • The Committee shall make every endeavour to complete its proceedings within seven days from the date of receipt of the complaint.
  • If further police investigation is required, the matter will be referred accordingly.
  • If, in the course of the proceedings before it, the Committee is satisfied that a prima facie case of sexual harassment is made out against the accused employee(s)/student and that there is any chance of the recurrence of any such action, or that it is required to do so in the interests of justice, it may, on the request of the complainant or otherwise, disciplinary action could be initiated in the form of:
    • Warning letter/Memo.
    • Written apology.
    • Bond of good behaviour.
    • Adverse remarks in the confidential report.
    • Debarment from MUHS-related duties.
    • Denial of re-employment/readmission.
    • Stopping of increments/promotions.
    • Reverting, demotion.
    • Suspension/Dismissal.
    • Any other relevant mechanism.
  • The committee shall make arrangements for appropriate psychological, emotional and physical support (in the form of counselling, security, and other assistance) to the victim if so desires.
  • The committee shall seek medical, police and legal intervention with the consent of the complainant and the parent/guardian in case the complainant is a student.
  • The complainant shall be issued a letter stating the actions taken within a period of ten days.
  • In cases where any of the committee members are involved in the issue, they may be excluded from the particular meeting.