1. Preamble
Kalinga University is committed to fostering a safe, respectful, inclusive, equitable, and supportive environment for all members of the University community. The University recognizes that every individual has the right to study, work, participate, and develop in an environment free from harassment, intimidation, humiliation, bullying, victimization, and other forms of inappropriate conduct.
Harassment, irrespective of its form or context, may adversely affect the dignity, safety, emotional well-being, academic performance, professional development, and overall participation of individuals within the University community. The University therefore adopts a zero-tolerance approach towards harassment and is committed to preventing, addressing, and appropriately responding to incidents of harassment.
This Policy seeks to establish institutional standards for respectful conduct, mechanisms for prevention and reporting of harassment, appropriate support for affected individuals, and fair procedures for addressing complaints.
The Policy shall be implemented in accordance with applicable laws, statutory requirements, government regulations, and University rules and policies.
2. Principles
The University shall be guided by the following principles:
2.1 Respect and Dignity
- Every individual shall be treated with dignity, courtesy, fairness, empathy, and respect.
2.2 Zero Tolerance
- Harassment, intimidation, bullying, victimization, and other conduct that undermines the dignity or safety of any member of the University community shall not be tolerated.
2.3 Equality and Non-Discrimination
- No person shall be subjected to harassment or adverse treatment on the basis of gender, gender identity or expression, caste, religion, disability, age, socioeconomic background, nationality, or any other characteristic protected under applicable law or University policy.
2.4 Safety and Inclusion
- The University shall strive to maintain a physically, psychologically, and socially safe environment in which all individuals can participate without fear of harassment.
2.5 Confidentiality and Privacy
- Complaints and related information shall be handled with appropriate confidentiality and respect for the privacy of all persons involved, subject to applicable legal and institutional requirements.
2.6 Fairness and Natural Justice
- Complaints shall be addressed through fair, impartial, sensitive, and appropriate procedures while respecting the rights of all parties.
2.7 Protection from Retaliation
- No individual shall be subjected to retaliation, intimidation, victimization, or adverse treatment for making a complaint in good faith or participating in a legitimate grievance process.
2.8 Shared Responsibility
- Maintaining a harassment-free environment is a collective responsibility of students, faculty members, staff, administrators, authorities, and other members of the University community.
3. Objectives
The Policy aims to:
- Prevent harassment in all areas of University life.
- Promote a safe, respectful, inclusive, and supportive campus environment.
- Protect the dignity, safety, privacy, and well-being of all members of the University.
- Establish clear standards of conduct and professional behavior.
- Provide accessible mechanisms for reporting and addressing harassment.
- Ensure that complaints are handled fairly, sensitively, confidentially,in a timely manner.
- Protect complainants, witnesses, and other participants from retaliation.
- Promote awareness and sensitization regarding harassment and respectful conduct.
- Provide appropriate counselling, wellness, medical, and other support services.
- Establish appropriate institutional responsibilities for prevention and response.
- Encourage individuals to report harassment without fear of adverse consequences.
- Promote a culture of mutual respect, empathy, accountability, and responsible behavior.
4. Guidelines
4.1 Scope of the Policy
This Policy shall apply to all students, faculty members, staff, researchers, contractual personnel, interns, trainees, visitors, volunteers, and other persons associated with the University, to the extent applicable.
The Policy shall apply to conduct occurring:
- Within University premises;
- In classrooms, laboratories, libraries, hostels, offices, and other facilities;
- During academic, cultural, sports, research, or extracurricular activities;
- During University-sponsored events, programmes, conferences, field visits, internships, and official travel;
- Through electronic or digital communication;
- In online platforms or communication channels connected with University activities;
- In other circumstances where the conduct has a reasonable connection with the University community.
4.2 Prohibited Conduct
The University shall not tolerate harassment, including but not limited to:
- Verbal abuse, insults, or degrading remarks;
- Threatening or intimidating behavior;
- Bullying or repeated unwanted conduct;
- Humiliation or deliberate degradation;
- Offensive jokes, comments, gestures, or communications;
- Unwelcome personal or discriminatory remarks;
- Cyberbullying and online harassment;
- Deliberate social exclusion or victimization;
- Unwanted disclosure or misuse of personal information;
- Stalking or persistent unwanted communication;
- Abuse of authority or position;
- Retaliation against a person who raises a concern or participates in a grievance process;
- Any other conduct that violates the dignity, safety, or well-being of an individual.
Conduct constituting sexual harassment shall be dealt with under the University’s applicable sexual harassment prevention policy and the relevant statutory framework.
4.3 Harassment Based on Protected Characteristics
The University shall take appropriate measures against harassment based on characteristics protected under applicable law or University policies, including where relevant:
- Gender;
- Gender identity or gender expression;
- Caste;
- Religion;
- Disability;
- Age;
- Nationality;
- Socioeconomic background; or
- Any other legally protected characteristic.
4.4 Prevention of Bullying and Ragging
The University shall take appropriate measures to prevent bullying, ragging, intimidation, and humiliating conduct among students and other members of the University community.
Existing University mechanisms relating to student welfare, mentoring, counselling, and grievance redressal may be utilized to identify and address concerns at an early stage.
4.5 Respectful Communication
All members of the University community are expected to:
- Communicate respectfully;
- Maintain appropriate professional and interpersonal boundaries;
- Avoid abusive, threatening, discriminatory, or degrading language;
- Respect differences in identity, background, opinion, and personal circumstances; and
- Refrain from conduct that may reasonably cause fear, humiliation, or distress.
4.6 Digital and Online Harassment
The University’s prohibition against harassment extends to digital and online environments.
The following conduct shall not be tolerated where connected with the University community:
- Threatening or abusive messages;
- Cyberbullying;
- Online intimidation;
- Repeated unwanted digital communication;
- Dissemination of humiliating or discriminatory material;
- Unauthorized sharing of private information;
- Impersonation intended to harass or harm another person; and
- Other forms of digital conduct that violate the dignity or safety of individuals.
4.7 Reporting of Harassment
Any individual who experiences or witnesses’ harassment may report the matter through the appropriate University grievance-redressal mechanism.
The University shall provide accessible information regarding available reporting channels and support services.
Individuals shall be encouraged to report concerns at the earliest reasonable opportunity; however, assistance shall not be denied merely because a concern is reported after a delay, subject to applicable procedures and law.
4.8 Protection of Complainants and Witnesses
The University shall take reasonable measures to protect complainants, witnesses, and persons assisting in a legitimate grievance process from:
- Retaliation;
- Intimidation;
- Victimization;
- Threats;
- Harassment;
- Unfair academic or employment-related disadvantage; and
- Unnecessary disclosure of personal information.
4.9 Confidentiality and Privacy
Information relating to complaints, complainants, respondents, witnesses, evidence, and proceedings shall be handled confidentially to the extent reasonably possible.
Information shall be shared only with authorized persons where necessary for legitimate institutional purposes or as required by law.
Unnecessary disclosure, circulation, or discussion of complaint-related information shall be discouraged.
4.10 Interim Measures
Where necessary and appropriate, the University may consider reasonable interim measures to protect individuals during the pendency of a complaint.
Such measures may include appropriate changes in academic, workplace, reporting, communication, accommodation, or other institutional arrangements.
Interim measures shall not be treated as a finding of guilt or responsibility.
4.11 Counselling and Support
The University may provide or facilitate access to appropriate:
- Counselling and psychological support;
- Medical assistance;
- Mentor-Mentee support;
- Student welfare services;
- Employee support services; and
- External professional or institutional referrals where necessary.
Support shall be provided in a respectful, non-judgmental, and confidential manner.
The University’s existing policy framework emphasizes counselling, referral, mentoring, wellness support, confidentiality, and the creation of a safe and supportive environment.
4.12 Fair and Impartial Inquiry
Complaints shall be handled through appropriate University mechanisms and applicable procedures.
The concerned authority shall:
- Consider complaints objectively;
- Provide appropriate opportunity to the persons concerned;
- Examine relevant information and evidence;
- Maintain confidentiality to the extent reasonably possible;
- Avoid unnecessary delay; and
- Take appropriate action in accordance with applicable University rules and law.
4.13 Protection of the Rights of All Parties
The University shall protect the rights and dignity of both complainants and respondents.
A complaint shall not automatically be treated as proof of misconduct. Findings shall be based on the applicable procedure, evidence, and relevant University rules.
4.14 False or Malicious Complaints
A complaint shall not be considered false or malicious merely because it cannot be substantiated.
Where it is established through an appropriate process that a complaint was knowingly false or deliberately malicious, appropriate action may be considered under applicable University rules.
4.15 Protection from Retaliation
No person shall be threatened, pressured, intimidated, victimized, or otherwise subjected to adverse treatment for:
- Making a complaint in good faith;
- Supporting a complainant;
- Providing information or evidence;
- Participating in an inquiry; or
- Seeking assistance under this Policy.
Retaliation may constitute a separate violation of this Policy.
4.16 Awareness and Sensitization
The University shall promote awareness regarding harassment prevention and respectful conduct through:
- Orientation programmes;
- Workshops;
- Seminars;
- Awareness campaigns;
- Expert lectures;
- Training and sensitization programmes; and
- Educational materials.
Faculty members, staff, students, mentors, wardens, supervisors, and other relevant personnel may receive appropriate sensitization regarding prevention, identification, reporting, and response to harassment.
The University’s existing policy approach provides for awareness programmes, sensitization, supportive relationships, and discouraging bullying, ragging, harassment, and discrimination.
4.17 Mentor-Mentee Support
Faculty mentors shall contribute to maintaining a respectful and safe environment for students.
Mentors shall:
- Treat students fairly and without prejudice;
- Maintain appropriate professional boundaries;
- Respect privacy and confidentiality;
- Listen to student concerns sensitively;
- Encourage appropriate help-seeking; and
- Refer students to appropriate University support mechanisms where necessary.
4.18 Institutional Cooperation
All members of the University community shall cooperate with legitimate grievance and inquiry processes.
Individuals shall not improperly interfere with an inquiry, intimidate witnesses, destroy relevant information, or attempt to influence proceedings through coercion or threats.
5. Roles and Responsibilities
5.1 University Authorities
The University authorities shall:
- Ensure effective implementation of this Policy.
- Establish appropriate mechanisms for prevention and redressal of harassment.
- Provide adequate institutional resources and support.
- Ensure that complaints are handled fairly and sensitively.
- Take appropriate action where harassment is established.
- Promote a culture of dignity, respect, equality, and safety.
5.2 Grievance-Redressal Authorities/Committees
The concerned authorities or committees shall:
- Receive and process complaints within their jurisdiction.
- Maintain confidentiality.
- Handle complaints fairly and impartially.
- Protect complainants and witnesses from retaliation.
- Maintain appropriate records.
- Recommend or take action in accordance with applicable rules and their jurisdiction.
5.3 Faculty and Staff
Faculty members and staff shall:
- Maintain respectful and professional conduct.
- Avoid harassment, intimidation, discrimination, and retaliation.
- Support students and colleagues who seek assistance.
- Maintain confidentiality.
- Refer concerns to the appropriate authority when necessary.
5.4 Students
Students shall:
- Treat peers, faculty members, staff, and other members of the University community respectfully.
- Refrain from bullying, ragging, harassment, intimidation, and abusive conduct.
- Avoid discriminatory or humiliating behavior.
- Respect the privacy of others.
- Cooperate with legitimate grievance processes.
- Contribute to a safe and inclusive campus environment.
6. Health, Wellness and Support Infrastructure
The University shall utilize and, where necessary, strengthen appropriate institutional mechanisms for preventing and responding to harassment, including:
- Student Counselling and Wellness Cell;
- Medical Room;
- Mentor-Mentee system;
- Grievance Redressal mechanisms;
- Student welfare services;
- Appropriate institutional committees;
- IQAC and relevant administrative authorities; and
- External professional or support services where required.
The University’s existing framework identifies the Medical Room as a point of contact for immediate health and wellness needs and recognizes counselling, referrals, mentoring, and supportive institutional mechanisms.
7. Monitoring and Review
- The University shall designate an appropriate authority or committee to oversee the implementation of this Policy.
- Periodic assessments may be undertaken to evaluate the effectiveness of harassment-prevention and grievance-redressal mechanisms.
- Feedback from students, faculty members, staff, and other stakeholders may be considered for improving institutional practices.
- Complaints and concerns relating to harassment shall be appropriately monitored while safeguarding individual privacy and confidentiality.
- Awareness and sensitization activities shall be reviewed periodically.
- Emerging legal requirements, institutional needs, and good practices shall be considered during policy review.
- The Policy shall be reviewed at least once every three years or earlier, if required.
8. Accountability and Transparency
- All members of the University community shall share responsibility for maintaining a harassment-free environment.
- University authorities shall ensure adequate resources and mechanisms for implementation of this Policy.
- Complaints shall be handled professionally, fairly, sensitively, and in accordance with applicable University rules and law.
- Appropriate disciplinary or corrective action may be taken where harassment or retaliation is established.
- The University shall maintain transparency in policy implementation while protecting the privacy and confidentiality of individuals.
- Information regarding reporting mechanisms and support services shall be readily available.
- The University shall periodically evaluate the effectiveness of this Policy and undertake improvements wherever necessary.
- The University’s existing policy framework similarly assigns shared responsibility to the University community and provides for institutional resources, professional support, confidentiality, and grievance handling.
9. Anti-Harassment Statement
Kalinga University is committed to maintaining an environment in which every individual can learn, work, participate, and develop without fear of harassment, bullying, intimidation, humiliation, victimization, or retaliation.
The University shall take appropriate preventive, supportive, corrective, and disciplinary measures, as applicable, to uphold the dignity, safety, equality, and well-being of all members of the University community.
10. Approval and Implementation
This Anti-Harassment Policy shall come into effect from the date of approval by the competent authority of Kalinga University and shall apply to all students, faculty members, staff, researchers, contractual personnel, and other stakeholders associated with the University.
The University shall communicate the Policy through appropriate institutional channels and shall take reasonable measures to ensure its effective implementation.
