Student Grievances Redressal
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Redressal Mechanism
- The college employs a multi-pronged approach to solicit grievances from the stakeholders. The students portal has provision for individual students to record their grievances to the college administration.
- In addition, the Students Council acts as the representative council of students. Students Council represent grievances of students in the meeting of Students Grievances redressal cell. The students council record the grievances and the grievances addressed / resolved in the meetings.
- The college has zero tolerance policy towards offences like ragging, caste-based discrimination and sexual harassment and is displayed at prominent places in the campus, handbook to students and the college website. The college has committees to address complaints related to the aforementioned offences.
- All committees meet and act as per policy mentioned in their policy document.
- Grievances on facilities and provisions, which involve finance are forwarded to the management for advise. Grievances that are technical in nature are redressed as per provisions allowed by the law, statutes or as per policy for redressal of such grievances.
- Stakeholders have the provision to escalate the grievances to the Principal if not satisfied with the resolution.
Student Grievances Redressal Cell
Principal
Dean (Admin)
Mr. P. Manikandan - Head & Assistant Professor of Sanskrit
Office bearers of students council
Minutes & ATR
Academic Year | Minutes | ATR |
---|---|---|
2021-22 | View | View |
2020-21 | View | View |
2019-20 | View | View |
2018-19 | View | View |
2017-18 | View | View |
Anti-Ragging
POLICY
- Ragging is a crime, whether committed inside or outside the college.
- The punishment for ragging is severe with TWO YEARS IN JAIL AND EXPELMENT from the college. Students cannot get admission in any other college.
- Ragging related incidents are to be informed to the faculty members of Anti-ragging cell whose mobile numbers are displayed in the campus or through complaint-boxes provided in the college.
- It is mandatory for the Education Authorities to conduct enquiry if any incident of ragging is brought to their notice.
- The Anti-ragging cell of the college will follow the guidelines scrupulously, issued by Govt. of Tamilnadu as ACT 7 of 1997.
- The Anti-ragging cell will address about the evils of ragging and educate them during special classes and prayer timings.
- The Anti-ragging cell will convene meeting as and when required or two meetings in a semester.
ANTI-RAGGING CELL
Name | Designation |
---|---|
Dr. J. Suresh | Chair person |
Prof. S. Chellapandian | Co-ordinator |
Dr. S. Dinakaran | Member |
Dr. P.S. Harikrishnan | Member |
Dr. R. Gopi | Member |
Dr. S. Selvakumar | Member |
Prof. R. Umasankari | Member |
Dr. V. Ananthaswamy | Member |
Dr. B. Latha | Member |
Dr. A. Chandrabose | Member |
Dr. K. Neyvasagam | Member |
Minutes of Meetings
Year | Document |
---|---|
2017-18 | View |
2018-19 | View |
2019-20 | View |
2020-21 | View |
2021-22 | View |
The Page Is Under Construction
Internal Complaints (for prevention of sexual harassment )
Policy
In accordance with the Sexual Harassment of Women employees and students at institutions of higher education (Prevention, prohibition and Redressal) Act, 2016, The Madura College( Autonomous), Madurai had constituted an Internal Compliance Committee, to address any offense or complaint of such a nature leading to any kind of offence or harassment with strict corrective activities which will be at standard with those issued in the Sexual Harassment of Women at employees and students at institutions of higher education (Prevention, prohibition and Redressal) Act, 2016, distributed in the Gazette of India, Extraordinary, PART III-Section IV under the University Grants Commission, Ministry of Human Resource Development.
Equal treatment of all the stakeholders of the institution requires gender sensitisation and ensuring an atmosphere that is free from discrimination with special emphasis on inappropriate behaviour.
Objectives of the ICC
- Prohibition of any act based on gender bias that inhibits scholarly or scholastic development.
- Ensuring fair distribution of work and avoiding one sided disposition based on gender within the working hours.
- Protection of the basic privileges of women.
Roles and Responsibilities
- Gender Sensitisation programmes to ensure a healthy educational and working environment.
- To create awareness amongst girls and women about their rights.
- To regard inappropriate behaviour as an offense and start reformatory activities for such wrongdoing.
- To act promptly on the complaints received.
- To protect the person who is exploited.
Types of sexual harassment
- Any unwelcome lewd gestures including verbal, non-verbal, or physical direct, for example, explicitly hued comments, jokes, letters, telephone calls, email, SMS, motions, demonstrating erotic entertainment, shocking gazes, physical contact or attack, stalking, sounds, show of pictures, signs, verbal or non-verbal correspondence which affronts the person's sensibilities and influences her/his execution.
- Entry into particular territories reserved for female workers and understudies, with the expectation to submit insidiousness and provocation.
- Eve teasing, allusions and insults, physical imprisonment without wanting to and interruption into one's protection.
- Act or direct by a man in power which makes an antagonistic situation at the work environment or scares the individual having a place with the other sex. Under the compensation type of provocation, a man or expert, ordinarily the prevalent of the person in question, requests sexual favours for landing or keeping a position advantage and debilitates to terminate.
- Creation of a threatening workplace – An unfriendly workplace emerges when an associate or chief makes a workplace through a verbal or physical lead that meddles with a colleague's activity execution or makes a working environment air which is scary, threatening, hostile or embarrassing and an assault on close to home nobility. Inappropriate behaviour and misuse harm both, individual and Organizational Health.
Procedure of Complaint
- Any bothered woman would hold up the objection in composed and would submit it to the Committee shaped in the organization.
- On receiving the complaint, a meeting will be held to address the issue and decide on the punishment and granting of redress to the victim of such harassment.
- In case of not receiving even a single complaint, one meeting of the ICC per semester (two in a year) shall be held.
Punishment
- Severe discipline prompting detainment
- Heavy Fine
- Cancellation of admission
- Exemption from examination
- Suspension
Internal Complaints Committee
Name | Designation |
---|---|
Mrs. C. Hema | Convener |
Dr.S.Muthukumar | Dean (Administration) |
Prof.S.Chellapandian | Member |
Dr. R. Pandiselvi | Member |
Mr.S.Sivaraman | Member |
Mrs.S.Illanilavu | Member |
Minutes of Meetings
Year | Document |
---|---|
2017-18 | View |
2018-19 | View |
2019-20 | View |
2020-21 | View |
2021-22 | View |