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Internal Complaints Committee (ICC)

Welcome to RERF Group of Institution's Internal Complaints Committee

The Internal Complaint Committee is a crucial part of an organization's efforts to prevent and address issues related to sexual harassment, discrimination, and other misconduct within the workplace which promotes a culture of trust, respect, and inclusivity in the workplace, fostering an environment where every employee can thrive and contribute their best. The Internal Complaints Committee (ICC) has several important goals aimed at creating a safe and respectful work environment and effectively addressing complaints of harassment and discrimination.

— Vision of ICC

The key aspects of the ICC's vision include:

  • PreventionThe ICC's primary goal is to foster a culture of respect and equality, where all employees are aware of their rights and responsibilities. The committee works proactively to prevent incidents of harassment and discrimination through training, awareness campaigns, and promoting a zero-tolerance policy towards such behaviours.
  • Safety and Trust: The ICC aims to create a safe space for employees to come forward and report any incidents of harassment or discrimination. Employees should feel confident that their complaints will be handled confidentially, impartially, and without any fear of retaliation.
  • Fair and Transparent Process: The ICC ensures that every complaint is thoroughly and fairly investigated, following a transparent process that respects the principles of natural justice. All parties involved are treated with dignity and given an opportunity to be heard.
  • Prompt Resolution: The ICC is committed to timely resolution of complaints, aiming to minimize the impact on the individuals involved and the overall work environment. The committee strives to address complaints promptly and effectively.
  • Continuous Improvement: The ICC constantly reviews its processes and procedures to enhance its effectiveness and responsiveness. It learns from past cases and feedback to improve its handling of future incidents and create a safer workplace.
  • Collaboration: The ICC collaborates with other departments within the organization, such as HR, legal, and senior management, to ensure a coordinated approach towards preventing and addressing workplace harassment.
  • Empowerment and Awareness: The ICC empowers employees by educating them about their rights and encouraging them to report any incidents they witness or experience. By increasing awareness, the committee helps in building a workplace that is respectful and free from harassment.
— Objectives of ICC

The primary goals of the ICC include:

  • Providing a Safe Reporting Mechanism by Preventing Harassment and Discrimination
  • Promptly Addressing Complaints
  • Ensuring Fair and Impartial Investigations
  • Protecting the Rights of Complainants and Respondents
  • Implementing Remedial Actions
  • Advocating for a Respectful Workplace Culture
  • Monitoring and Reviewing Policies
  • Reporting to Management
— Goals of ICC

The Internal Complaints Committee (ICC) is a crucial component of an organization's efforts to address and prevent workplace harassment and discrimination. The primary goals of an Internal Complaints Committee are:

  1. Addressing complaints: The ICC's main objective is to handle complaints related to sexual harassment, discrimination, or any other form of workplace misconduct in a fair, impartial, and confidential manner.
  2. Providing a safe environment: The ICC ensures that all employees feel safe and secure in their workplace, and that they have a mechanism to report any inappropriate behaviour without fear of retaliation.
  3. Investigating complaints: The ICC is responsible for conducting thorough and impartial investigations into the complaints it receives. This involves gathering evidence, interviewing witnesses, and assessing the credibility of the information presented.
  4. Protecting the rights of both parties: The ICC aims to protect the rights of both the complainant and the accused during the investigation process, ensuring that no party is unfairly treated.
  5. Preventing future incidents:Beyond addressing individual complaints, the ICC plays a proactive role in creating a safe work environment by identifying patterns of behaviour, recommending policy changes, and conducting awareness and prevention programs.
  6. Ensuring compliance with laws and policies: The ICC ensures that the organization complies with relevant laws and internal policies concerning workplace harassment and discrimination.
  7. Maintaining confidentiality: The ICC keeps the identity of the complainant and other individuals involved confidential to protect their privacy and encourage individuals to come forward with their concerns.
  8. Providing support and guidance: The ICC may offer support and guidance to employees who have experienced harassment or discrimination, helping them navigate the process and access necessary resources.
  9. Creating awareness: The ICC raises awareness about the importance of maintaining a respectful and inclusive work environment, promoting a culture of respect and understanding.

Overall, the goal of the Internal Complaints Committee is to promote a safe, inclusive, and respectful workplace for all employees, free from any form of harassment or discrimination.

— Message from The Chairperson
— Committee Formation (2018-23)
— Meetings of Internal Complaints Committee
— Members of Internal Complaints Committee
Nibedita Mukherjea
Chairperson, ICC
Labani Nandi
Convener, ICC
Ishika Ghosh
Member, ICC
Payel Chakraborty
Member, ICC
Pragoti Ghosh
Member, ICC
Rajalakshmi Chandrasekhar
Member, ICC
Trina Bhattacharya
Non teaching Member, ICC
Raju Kumer Shaw
Non teaching Member, ICC
Sagorika Majumder
Student Member, ICC
Naurin Sultana
Student Member, ICC


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