Internal Complaints Committee (ICC)


In pursuance of UGC (Prevention, prohibition and redressal of sexual harassment of women employees and students in higher educational institutions) Regulations 2015 read with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 (SHWW Act 2013), and  as per the AICTE Regulations, Internal Complaints Committee (ICC)  which was constituted  earlier (office order 1) has later been   reconstituted (office order 1 &office order 2) to deal with the complaints relating to Sexual Harassment at workplace.

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ICC of the College comprises of the following Members.

# NAME Designation Designation as per ICC Phone No. Email
1 Dr Elizabeth C Kuruvilla Professor Presiding Officer 8589810842 [email protected]/[email protected]
2 Ms C Sojy Rajan Assistant Professor Member (Faculty) 8547430517 [email protected]
3 Prof. Raju K Gopal Professor & Head (ITMS) Member (Faculty) 8089411498 [email protected]
4 Mr S M Ajith Kumar Lab Instructor Member (Non-teaching staff) 9495186691 [email protected]
5 Ms Linumole K C Lab Instructor Member (Non-teaching staff) 9447885721 [email protected]
6 Kum Vasundaraa G Student-S6 EC2 Member (Student) [email protected]
7 Kum Parvathy S A Student-S6 CE1 Member (Student) [email protected]
8 Ms Sreelekshmi S A Student-M2 CS Member (Student) [email protected]
9 Ms Amrutha Satheesan Assistant Professor, Department of Law, Mar Gregorios College of Law Member (nominated by the Executive Authority)

On receipt of a complaint, ICC shall conduct preliminary enquiry so as to ascertain the truth of the allegations by collecting the documentary evidence and the recording statements of possible witnesses including the complainant. ICC shall then submit the preliminary enquiry report to the Principal along with all the original documents collected during the preliminary enquiry proceedings. In case the allegations are not in the nature of sexual harassment, ICC may refer such complaints to the Grievance Redressal Cell or the other sections concerned.

Where sexual harassment occurs as a result of an act or omission by any third party or outsider, ICC shall take all steps necessary and reasonable to assist the affected person in terms of support and preventive action.

ICC shall comply with the procedure prescribed in the aforementioned UGC Regulations 2015 and the Sexual Harassment Act for inquiring into the complaint in a time bound manner.

If ICC concludes that the allegations made were false, malicious or the complaint was made knowing it to be untrue or forged, or misleading information has been provided during the inquiry, the complainant shall be liable to be punished as per the relevant provision of the UGC Regulations 2015.

Member Secretary, ICC shall receive the complaints of sexual harassment, if any, on behalf of ICC and shall co-ordinate the deliberations of the ICC on the complaints received.

Who can approach ICC FOR HELP?

Any female (faculty, student or staff) of MBCET Thiruvananthapuram.

Definition of Sexual Harassment:

‘Sexual Harassment’ includes any unwelcome sexually inclined behavior, whether directly or indirectly, such as:

Physical contact and advances

Demand or request for sexual favours

Sexually coloured remarks

Showing any pornography, or

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

What are the possible actions that can be taken against the respondent?


Written Apology

Bond of good behavior

Adverse remark in the Confidential Report

Stopping of increments/ Promotion



Any other relevant actions

If you think you are harassed or being harassed, what should you do?

Inform the chairperson by email [email protected]. To know more about ICC procedure, you may refer to the related documents, the details of which are given below.

Your complaint will be kept CONFIDENTIAL.

Inquiry process:

The inquiry shall be completed within a period of 90 days from the date of the complaint. On completion of the inquiry, the ICC shall provide a report of its findings to the employer within a period of 10 days from the date of completion of the inquiry and such report be made available to the parties concerned.

If the allegations against the respondent has been proved, it shall recommend punitive actions to be taken against the respondent to the employer. The employer shall act upon the recommendation within 60 days of receiving it.

Useful Documents and Notices:

1) Office Orders 1,2 &3  2) Handbook on Sexual Harassment of Women at Workplace 3) Ministry of Women & Child Development Order dated 27 October,2014  4)  UGC Regulations for Higher Educational Institutions,2015 (The Gazette of India,May2,2016)  5)  UGC Orders dated 14 May 2019 & 10 June 2021.