Prevention Of Caste Based Discrimination Committee

The Prevention of Caste-based Discrimination Committee (PCDC) at PCCOER, Ravet, Pune, is composed of the following members to ensure effective functioning and adherence to the guidelines:

Additional Guidelines:

• Observer: The Principal may invite additional members or external experts as observers if necessary, to provide specific insights or expertise.
• Removal of Members: If a complaint is received against any existing committee member, the Principal may remove the person from the committee and appoint a replacement.
• Enquiry Committee: If needed, the Principal may establish an Enquiry Committee to further investigate complex complaints, based on the recommendations of the PCDC.

Key Responsibilities:

• Receive and Review Complaints: The committee will hear complaints related to caste-based discrimination and conduct a thorough review.
• Sensitization and Training: Ensure regular sensitization and training for faculty, staff, and officials on caste-based discrimination issues.
• Recommendations: Make recommendations to the Principal based on the examination of complaints.
• Compliance: Adhere to relevant Acts, Rules, and Orders issued by the Government of India and the courts.

This structure ensures a comprehensive approach to preventing and addressing caste-based discrimination within the college, promoting an inclusive and equitable environment for all members of the academic community.

Process and Functioning

Here's a more detailed outline of the process and functioning for handling complaints about discrimination or harassment based on the information provided:

1. Submission of Complaint

• Who Can File: Complaints can be filed by students, faculty, or staff.
• Where to File: Complaints should be submitted in writing to the Prevention of Caste-based Discrimination Committee (PCDC).
• Whom to Contact: Complaints should be addressed to either the Chairman or the Secretary of the PCDC.
• Content of Complaint: The written complaint must include sufficient details regarding the alleged discrimination or harassment.

2. Initial Action

• Receipt of Complaint: Upon receiving a written complaint, the Anti-Discrimination Officer is responsible for initiating follow-up actions.
• Preliminary Fact-Finding Enquiry: The Anti-Discrimination Officer will conduct an initial enquiry to gather relevant facts about the complaint.

3. Follow-Up Actions

• Investigation: Based on the preliminary enquiry, a more detailed investigation may be carried out if warranted.
• Resolution: The PCDC will review the findings and decide on appropriate actions to address the issue.

4. Confidentiality and Support

• Confidentiality: The process should maintain confidentiality to protect the complainant and other parties involved.
• Support: Support mechanisms should be in place for those affected by discrimination or harassment, including counseling and advice on further steps.

5. Reporting and Documentation

• Documentation: All stages of the complaint handling process should be documented thoroughly.
• Reporting: Regular reports on the outcomes of investigations and resolutions should be made available to ensure transparency and accountability.

6. Appeals Process

• Appeals: There should be a mechanism for appeal if either party is dissatisfied with the resolution of the complaint.

This structured approach ensures that complaints about discrimination or harassment are addressed systematically, fairly, and promptly.