COMMITTEE
POSH Committee
POSH COMMITTEE
RV Educational Institutions are unwavering in their commitment to fostering a safe and respectful work environment for all. In accordance with the “Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013,” as outlined in Circular No. RSST/POSH/Feb-2016/49/2/15-16 dated February 1st, 2016, the institution took proactive steps to establish an Internal Complaints Committee (ICC), known as the Dignity at Work Cell.
At RV College of Nursing, the Internal Complaints Committee was formally established on March 24th, 2016. This five-member committee encompasses the insights and expertise of senior employees and the residential warden. To further strengthen the committee’s effectiveness, Mrs. Shubha S. Advocate has been appointed as an external member, providing an objective and external perspective.
The Dignity at Work Cell stands as a steadfast guardian of respect, equity, and well-being within RV Educational Institutions, ensuring that every member of the community can flourish in an environment free from harassment and discrimination.
A safe workplace is a woman’s legal right. Sexual harassment constitutes a gross violation of women’s rights to equality and dignity. Across the globe today, workplace sexual harassment is increasingly understood as a violation of women’s rights and a form of violence against women. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 by the Indian Government was enacted to ensure safe working spaces for women and to build enabling work environments that respect women’s right to equality of status and opportunity. Our college is a coeducational institution. It provides opportunities for both boys and girls to acquire knowledge. However, there are a large number of women who work hand in hand with men here. Hence, any unwelcome sexually motivated behaviour, whether directly or by implication involving physical contacts or advances, demand for sexual favours, sexually spoiled remarks, and other unwelcome physical, verbal, or nonverbal expressions of a sexual nature that affect their right to work in a congenial environment at the workplace are strictly observed and severely punished. One of the key components of the POSH Act is the formation of an internal committee.
Objectives
- To create a safe and secure working environment for all employees and students of the institute.
- To create awareness about the Act and conduct gender sensitisation.
- To provide a safe forum for the redressal of complaints related to sexual harassment at the workplace.
- To conduct periodical programmes on women’s empowerment
Members
| Sl. No. | Name of the staff | Designation | Position |
| 01 | Mrs. Mamata.N | Vice Principal | Chairperson |
| 02 | Mrs. Veena .K | Residential Warden | Member |
| 03 | Mrs. Sheela.J | Assoc Professor | Member |
| 04 | Mrs. Anitharani A.L. | Lecturer | Member |
| 05 | Mr. Prakash | Student representative | Member |
| 06 | Ms. Nisha | Student representative | Member |
Functions of POSHPolicy Implementation:
- Ensuring the effective execution of the Anti-Sexual Harassment Policy within the workplace.
- Annual Reporting: Compiling and submitting an annual report, which includes essential details such as the number of case files handled during the reporting period.
- Awareness Building: Promoting awareness regarding the definition and implications of ‘sexual harassment’ at the workplace through a variety of means, including workshops, posters, documents, notices, seminars, and more
- Policy Promotion: effectively disseminating the policy framework to reach all employees, thereby raising awareness about the mechanisms available for addressing sexual harassment concerns.
- Complaint Mechanism: Establishing a secure and easily accessible channel for victims to register complaints Prompt Inquiry: initiating inquiries without delay, ensuring a swift response to reported incidents.
- Just Redressal: Addressing complaints in a judicious manner and upholding principles of fairness and justice
- Interim Relief: Providing interim support to complainants to ensure their well-being during the investigative process
- Reconciliation: Exploring opportunities for reconciliation when appropriate and fostering a conducive environment for resolution
- Adhering to Natural Justice: Upholding the principles of natural justice throughout the proceedings, affording all parties fair and impartial treatment
- Police Referral: When necessary, forward complaints to the police for further action.
- Recommendations: Compiling and presenting an inquiry report containing findings and recommendations
- Confidentiality: ensuring the utmost confidentiality in all stages of proceedings, safeguarding the privacy of individuals involved.
A complaint can be lodged by the following individuals:
- Aggrieved Woman: The woman who has experienced the alleged harassment herself
- Physical Incapacity Scenario: If the aggrieved woman is physically incapacitated, the complaint can be lodged by a relative of the complainant, a friend of the complainant, a co-worker, an officer from the National Commission for Women (NCW) or State Commission for Women (SCW), or any person who possesses knowledge of the incident, provided they have the written consent of the complainant.
- Mental Incapacity Scenario: When the aggrieved woman is mentally incapacitated, the complaint can be filed by a relative of the complainant, a friend of the complainant, a special educator, a qualified psychiatrist or psychologist, the guardian or authority responsible for the complainant’s treatment or care, or any person with knowledge of the incident, in conjunction with any individual mentioned above.
- Complainant’s Demise: If the aggrieved woman passes away, the complaint can be lodged by any person who possesses knowledge of the incident, provided they have the written consent of the legal heir.
- Inability of the Complainant to File: If the aggrieved woman is unable to file the complaint due to any other reason, any individual with knowledge of the incident can file the complaint with the written consent of the complainant.
Specified Time Period
The POSH Act lays down specific guidelines about the timeline for a complaint in such sexual harassment cases and specifies that it can be filed within 3 months from the date of the incident. If it is not a single incident but a series of incidents, then the complaint needs to be filed within 3 months from the date of the last incident. The POSH Act further provides that the time period of 3 months may be extended by the Committee after recording the reasons for doing so.
Other Requirements
- Six copies of the complaint are to be filed
- Supporting documents and evidence, details of witnesses
- Details of the incident
- Details of the respondent
Other Requirements
- Relevant Date/s
- Timings and Locations
- Name of Respondent(s)
- The working relationship between the parties
Timeline of the Complaint
- Submission of a complaint within 3 months of the last incident
- Notice to the Respondent: Within 7 days of receiving a copy of the complaint
- Completion of the inquiry within 90 days
- Submission of Report: Within 10 days of the completion of the inquiry
- Implementation of recommendations within 60 days
- Appeal within 90 days of the recommendation
Powers of the Internal Complaints Committee
Section 11(3) of the POSH Act enumerates the powers of the Internal Complaints Committee. The ICC is vested with the powers of a Civil Court under the Civil Procedure Code, 1908, in the following ways:
- It is entitled to initiate an inquiry into the complaint of a sexual harassment incident at the workplace.
- It can summon witnesses and parties before the committee to give a statement.
- If the Committee deems it necessary, it may exercise its authority and call witnesses to testify.
Once the inquiry is completed and if the Internal Complaint Committee finds the person guilty, it is well within its right to prescribe the following actions:
- Initiate action against the culprit in accordance with the service rules of the organisation.
- In the absence of service rules, it can take actions like a warning, community service, withholding promotion, termination, etc.
- It can be deducted from the salary of the respondent as compensation to be paid to aggrieved women.
The POSH Act also lays down the criteria based on which the Internal Complaints Committee shall calculate the amount of compensation payable. The factors are:
- The extent of pain, suffering, mental trauma, and emotional distress caused to the aggrieved woman
- Loss of a career opportunity for the victim resulting from the incident of sexual harassment
- Medical expenses incurred by the complainant towards physical and/or psychiatric treatment due to this incident
- Last but not least, the alleged perpetrator’s income and status All such payments can be awarded to the victim of sexual harassment as a lump sum or in installments, as is considered judicious by the ICC. In case the respondent fails to pay the amount of compensation, the ICC shall forward the case to the District Officer for the amount to be recovered as an arrears of land revenue.
SC/ST Student Welfare Committee
SC/ST WELFARE COMMITTEE
The SC/ST Welfare Committee is formed with the objective of uplifting students belonging to the SC/ST caste and enabling them to live in society with dignity and self-esteem. The committee strives to improve the socio-economic condition of SC, ST, and OBC students. It helps in eliminating social disparities in compliance with the government of India and UGC guidelines by providing all the necessary information regarding facilities available, like scholarships and residential facilities.
Objectives of the SC/ST welfare committee
- To redress the grievance complaints of SC and ST students
- To provide counselling services to SC/ST students
- To enhance the employability skills of SC/ST students
Members
| Name of Member | Position held |
| DR S R Gajendra Singh | Chairman |
| Mrs Mamata N | Committee Member |
| Mrs Sheela J | Committee Member |
| Mr Chethan Kumar | Committee Member |
| Mrs Uma G S | Committee Member |
| Mr Chethan Rathod | Student Representative |
| Ms Yasa Wangsa | Student Representative |
Staff Welfare Committee
STAFF WELFARE COMMITTEE
We undertake various welfare activities, such as organising get-togethers that allow faculty and staff members to share or express their views and help create a friendly work culture among them. We create a physically safe and comfortable environment for our employees to promote and maintain their complete well-being. The mission of our committee is to actively listen, communicate, recognise staff needs, and enhance their growth and welfare through effective leadership. Our main objective is to look after the needs of the staff to maintain high morale, ensure a favourable working environment for members of staff, and coordinate benevolent facilities for the staff.
Members
| Sl.No | Name | Designation | Position in the committee |
| 1. | Dr S R Gajendra Singh | Principal | Chairperson |
| 2. | Mrs Gauthami H | Asst Professor | Member |
| 3. | Mrs Bharathi B S | Accountant | Member |
Student Welfare Committee
STUDENT WELFARE COMMITTEE
It is a completely confidential committee devoted to supporting the emotional well-being of the students. We comply with the policies set up by the college to facilitate a positive academic environment for the students and help them proceed in their careers with minimal obstruction. Our role is to create, facilitate, and develop inspiration-filled platforms where students can explore their highest form of individual expression. We believe the only way such an exploration is possible is when our students receive the highest form of comfort and welfare through their academic journey. As a way of creating endless memories, the department of student welfare organises student-centred events that explore the essence of the all-round development of students. By growing with us, numerous students shape their dreams into reality.
Members
| Sl.No | Name | Designation | Position in the committee |
| 1. | Dr S R Gajendra Singh | Principal | Chairperson |
| 2. | Mr Chetan Kumar M R | Assoc. Professor | Member |
| 3. | Mr. Pramod G V | I year B.Sc Nursing | Member |
| 4. | Ms. Diya Devassy | I year B.Sc Nursing | Member |
| 5. | Mr Chetan Hiremath | II year B.Sc Nursing | Member |
| 6. | Ms Jeba Anushya | II year B.Sc Nursing | Member |
| 7. | Ms Preethi G K | III year B.Sc Nursing | Member |
| 8. | Mr Jestin | III year B.Sc Nursing | Member |
| 9. | Ms Zeenath | IV year B.Sc Nursing | Member |
| 10. | Mr Arman | IV year B.Sc Nursing | Member |
| 11. | Mrs Deurupa Adhikari | I year M.Sc Nursing | Member |
| 12. | Mrs Anita Rani A L | II year M.Sc Nursing | Member |
Anti Ragging Committee
Anti-Ragging Committee
As per the year 2013 Gazette of India published, it is required to get the on-line anti-ragging undertaking by each student. Each student and their parent need to take on-line anti-ragging undertaking. A copy of the undertaken need to be given to the counselors by each student.The two different links are provided for all the students starting from I year to final year to take an undertaking. The two websites provide “ANTI RAGGING Undertaking BY STUDENTS AND PARENTS/GUARDIANS”.
UGC REGULATIONS ON CURBING THE MENACE OF RAGGING IN HIGHER EDUCATIONAL INSTITUTIONS is availabe by clicking the following link.
Anti-ragging rules from statutory bodies are provided as follows:
- As per the orders of the Supreme Court, Govt. of India, UGC, AICTE, Govt. of Karnataka, VTU, ”Ragging” is a Criminal Offence leading lo Non-Bail able Imprisonment. Students should not indulge in ragging or support ragging directly or indirectly in whatsoever manner. Severe action will be initiated against those indulging in ragging or supporting ragging.
- Ragging means causing, inducing, compelling or forcing a student, whether by way of a practical joke or otherwise, to do any act which detracts from human dignity or violates his/her person or exposes him/her to ridicule or to forbear from doing any lawful act, by intimidating, wrong fully confining or injuring him or by using criminal force on him / her or by holding out to him / her any threat of such intimidation, wrongful restraint, wrongful confinement, injury or the use of criminal force.
- Ragging Menace is a criminal offence and such of the students who involve in ragging will be rusticated from the college. Further, their University degree and conduct certificates will be embossed in BOLD letters with a statement that they indulged in ragging.
- d) Students indulging and/or encouraging ragging will not be eligible for placement services, hostel facility, air concession, railway concession, scholarships, passport/visa clearance etc.
- Photographs of students who have been involved in ragging shall be published in the notice board and also published in local newspapers.
- Enquiry committee’s decision regarding the punishment is final.
- The offence of ragging is not only punishable under Section 116 of the Karnataka Education Act, 1983, but also under various provisions envisaged in Sections 109, 110, 111, 112, 113, 114, 115, 116,302,305,306, 339, 340, 341. 342, 343, 344, 346, 347, 354, 359, 368,448,451 and 506 of the Indian Penal Code (IPC).
The college has constituted multiple anti ragging committees to curb ragging and make Ragging free campus.
The different committees are –
- ANTI RAGGING SQUAD MEMBERS
- ANTI-RAGGING MEMBERS
- ANTI RAGGING SQUAD MEMBERS
| Sl.No. | Name of the staff | Designation | Position | Mobile No. |
| 01 | Dr. S R Gajendra Singh | Principal | Chairman | 9448406646 |
| 02 | Mrs. Mamata Nischal | Assoc. Professor | Member Secretary | 8762289510 |
| 03 | Mrs. Sheela J. | Asst. Professor | Member | 9449444930 |
| 04 | Mrs. Uma G.S. | Office Senior staff | Member | 9901044236 |
| 05 | Mrs.Veena .K | Residential Warden (Girls Hostel) | Member | 9481493567 |
| 06 | Mr.T. Manjunath | Residential Warden (RV Boys Hostel) | Member | 9945578825 |
| 07 | Representatives of I,II,III,IV year year Basic B.sc, Nursing | Student Representatives | Members | —– |
| 08 | Representatives of Ist year student’s parents | Parents of I Year Students | Two Members | —– |
2. ANTI-RAGGING MEMBERS
| Sl.No. | Name of the staff | Designation | Position |
| 01 | Dr. S R Gajendra Singh | Principal | Chairman |
| 02 | Mrs. Mamata Nischal | Assoc. Professor | Member Secretary |
| 03 | Mrs. Sheela J. | Asst. Professor | Member |
| 04 | Mrs. Uma G.S. | Office Senior staff | Member |
| 05 | Mrs.Veena .K | Residential Warden (Girls Hostel) | Member |
| 06 | Mr.T. Manjunath | Residential Warden (RV Boys Hostel) | Member |
| 07 | Representatives of I,II,III,IV year Basic B.sc, Nursing | Student Representatives | Members |
| 08 | Representatives of Ist year student’s parents | Parents of I Year Students | Two Members |
To make all the students aware of ragging the institution has taken a pro-active measure by dissimilating the information.
- The rules book of the college and hand book of general information given to students at the time of admission clearly mentions the anti-ragging rules.
- Printed posters are placed in all the departments, canteen, administration block, etc.
- During the inauguration of the first year students, fresher are instruction the ill-effect of ragging or encourage ragging.
- Orientation program also has a secession on anti-ragging and its ill effect.
- Students of all the higher semester are called for anti-ragging awareness program during which the local Inspector of Police is invited to address.
The punishment for the students who are involved in ragging and/or encouraging may be
- Suspension or expulsion from hostel or mess, and the like.
- Their University degree and conduct certificates will be embossed with a statement that they had indulged in ragging in BOLD letters.
- They will not be eligible for placement will not be eligible for placement services, Hostel facility, air concession, railway concession, scholarships, passport/visa clearance etc.
- Photographs of students who have been involved in ragging and against whom prima facie cases are made out shall be published in the Notice Boards put up in conspicuous places.
Hostel Committee
-
POSH Committee
-
SC/ST Student Welfare Committee
-
Staff Welfare Committee
-
Student Welfare Committee
-
Anti-Ragging Committee
-
Hostel Committee
POSH COMMITTEE
RV Educational Institutions are unwavering in their commitment to fostering a safe and respectful work environment for all. In accordance with the “Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013,” as outlined in Circular No. RSST/POSH/Feb-2016/49/2/15-16 dated February 1st, 2016, the institution took proactive steps to establish an Internal Complaints Committee (ICC), known as the Dignity at Work Cell.
At RV College of Nursing, the Internal Complaints Committee was formally established on March 24th, 2016. This five-member committee encompasses the insights and expertise of senior employees and the residential warden. To further strengthen the committee’s effectiveness, Mrs. Shubha S. Advocate has been appointed as an external member, providing an objective and external perspective.
The Dignity at Work Cell stands as a steadfast guardian of respect, equity, and well-being within RV Educational Institutions, ensuring that every member of the community can flourish in an environment free from harassment and discrimination.
A safe workplace is a woman’s legal right. Sexual harassment constitutes a gross violation of women’s rights to equality and dignity. Across the globe today, workplace sexual harassment is increasingly understood as a violation of women’s rights and a form of violence against women. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 by the Indian Government was enacted to ensure safe working spaces for women and to build enabling work environments that respect women’s right to equality of status and opportunity. Our college is a coeducational institution. It provides opportunities for both boys and girls to acquire knowledge. However, there are a large number of women who work hand in hand with men here. Hence, any unwelcome sexually motivated behaviour, whether directly or by implication involving physical contacts or advances, demand for sexual favours, sexually spoiled remarks, and other unwelcome physical, verbal, or nonverbal expressions of a sexual nature that affect their right to work in a congenial environment at the workplace are strictly observed and severely punished. One of the key components of the POSH Act is the formation of an internal committee.
Objectives
- To create a safe and secure working environment for all employees and students of the institute.
- To create awareness about the Act and conduct gender sensitisation.
- To provide a safe forum for the redressal of complaints related to sexual harassment at the workplace.
- To conduct periodical programmes on women’s empowerment
Members
| Sl. No. | Name of the staff | Designation | Position |
| 01 | Mrs. Mamata.N | Vice Principal | Chairperson |
| 02 | Mrs. Veena .K | Residential Warden | Member |
| 03 | Mrs. Sheela.J | Assoc Professor | Member |
| 04 | Mrs. Anitharani A.L. | Lecturer | Member |
| 05 | Mr. Prakash | Student representative | Member |
| 06 | Ms. Nisha | Student representative | Member |
Functions of POSHPolicy Implementation:
- Ensuring the effective execution of the Anti-Sexual Harassment Policy within the workplace.
- Annual Reporting: Compiling and submitting an annual report, which includes essential details such as the number of case files handled during the reporting period.
- Awareness Building: Promoting awareness regarding the definition and implications of ‘sexual harassment’ at the workplace through a variety of means, including workshops, posters, documents, notices, seminars, and more
- Policy Promotion: effectively disseminating the policy framework to reach all employees, thereby raising awareness about the mechanisms available for addressing sexual harassment concerns.
- Complaint Mechanism: Establishing a secure and easily accessible channel for victims to register complaints Prompt Inquiry: initiating inquiries without delay, ensuring a swift response to reported incidents.
- Just Redressal: Addressing complaints in a judicious manner and upholding principles of fairness and justice
- Interim Relief: Providing interim support to complainants to ensure their well-being during the investigative process
- Reconciliation: Exploring opportunities for reconciliation when appropriate and fostering a conducive environment for resolution
- Adhering to Natural Justice: Upholding the principles of natural justice throughout the proceedings, affording all parties fair and impartial treatment
- Police Referral: When necessary, forward complaints to the police for further action.
- Recommendations: Compiling and presenting an inquiry report containing findings and recommendations
- Confidentiality: ensuring the utmost confidentiality in all stages of proceedings, safeguarding the privacy of individuals involved.
A complaint can be lodged by the following individuals:
- Aggrieved Woman: The woman who has experienced the alleged harassment herself
- Physical Incapacity Scenario: If the aggrieved woman is physically incapacitated, the complaint can be lodged by a relative of the complainant, a friend of the complainant, a co-worker, an officer from the National Commission for Women (NCW) or State Commission for Women (SCW), or any person who possesses knowledge of the incident, provided they have the written consent of the complainant.
- Mental Incapacity Scenario: When the aggrieved woman is mentally incapacitated, the complaint can be filed by a relative of the complainant, a friend of the complainant, a special educator, a qualified psychiatrist or psychologist, the guardian or authority responsible for the complainant’s treatment or care, or any person with knowledge of the incident, in conjunction with any individual mentioned above.
- Complainant’s Demise: If the aggrieved woman passes away, the complaint can be lodged by any person who possesses knowledge of the incident, provided they have the written consent of the legal heir.
- Inability of the Complainant to File: If the aggrieved woman is unable to file the complaint due to any other reason, any individual with knowledge of the incident can file the complaint with the written consent of the complainant.
Specified Time Period
The POSH Act lays down specific guidelines about the timeline for a complaint in such sexual harassment cases and specifies that it can be filed within 3 months from the date of the incident. If it is not a single incident but a series of incidents, then the complaint needs to be filed within 3 months from the date of the last incident. The POSH Act further provides that the time period of 3 months may be extended by the Committee after recording the reasons for doing so.
Other Requirements
- Six copies of the complaint are to be filed
- Supporting documents and evidence, details of witnesses
- Details of the incident
- Details of the respondent
Other Requirements
- Relevant Date/s
- Timings and Locations
- Name of Respondent(s)
- The working relationship between the parties
Timeline of the Complaint
- Submission of a complaint within 3 months of the last incident
- Notice to the Respondent: Within 7 days of receiving a copy of the complaint
- Completion of the inquiry within 90 days
- Submission of Report: Within 10 days of the completion of the inquiry
- Implementation of recommendations within 60 days
- Appeal within 90 days of the recommendation
Powers of the Internal Complaints Committee
Section 11(3) of the POSH Act enumerates the powers of the Internal Complaints Committee. The ICC is vested with the powers of a Civil Court under the Civil Procedure Code, 1908, in the following ways:
- It is entitled to initiate an inquiry into the complaint of a sexual harassment incident at the workplace.
- It can summon witnesses and parties before the committee to give a statement.
- If the Committee deems it necessary, it may exercise its authority and call witnesses to testify.
Once the inquiry is completed and if the Internal Complaint Committee finds the person guilty, it is well within its right to prescribe the following actions:
- Initiate action against the culprit in accordance with the service rules of the organisation.
- In the absence of service rules, it can take actions like a warning, community service, withholding promotion, termination, etc.
- It can be deducted from the salary of the respondent as compensation to be paid to aggrieved women.
The POSH Act also lays down the criteria based on which the Internal Complaints Committee shall calculate the amount of compensation payable. The factors are:
- The extent of pain, suffering, mental trauma, and emotional distress caused to the aggrieved woman
- Loss of a career opportunity for the victim resulting from the incident of sexual harassment
- Medical expenses incurred by the complainant towards physical and/or psychiatric treatment due to this incident
- Last but not least, the alleged perpetrator’s income and status All such payments can be awarded to the victim of sexual harassment as a lump sum or in installments, as is considered judicious by the ICC. In case the respondent fails to pay the amount of compensation, the ICC shall forward the case to the District Officer for the amount to be recovered as an arrears of land revenue.
SC/ST WELFARE COMMITTEE
The SC/ST Welfare Committee is formed with the objective of uplifting students belonging to the SC/ST caste and enabling them to live in society with dignity and self-esteem. The committee strives to improve the socio-economic condition of SC, ST, and OBC students. It helps in eliminating social disparities in compliance with the government of India and UGC guidelines by providing all the necessary information regarding facilities available, like scholarships and residential facilities.
Objectives of the SC/ST welfare committee
- To redress the grievance complaints of SC and ST students
- To provide counselling services to SC/ST students
- To enhance the employability skills of SC/ST students
Members
| Name of Member | Position held |
| DR S R Gajendra Singh | Chairman |
| Mrs Mamata N | Committee Member |
| Mrs Sheela J | Committee Member |
| Mr Chethan Kumar | Committee Member |
| Mrs Uma G S | Committee Member |
| Mr Chethan Rathod | Student Representative |
| Ms Yasa Wangsa | Student Representative |
STAFF WELFARE COMMITTEE
We undertake various welfare activities, such as organising get-togethers that allow faculty and staff members to share or express their views and help create a friendly work culture among them. We create a physically safe and comfortable environment for our employees to promote and maintain their complete well-being. The mission of our committee is to actively listen, communicate, recognise staff needs, and enhance their growth and welfare through effective leadership. Our main objective is to look after the needs of the staff to maintain high morale, ensure a favourable working environment for members of staff, and coordinate benevolent facilities for the staff.
Members
| Sl.No | Name | Designation | Position in the committee |
| 1. | Dr S R Gajendra Singh | Principal | Chairperson |
| 2. | Mrs Gauthami H | Asst Professor | Member |
| 3. | Mrs Bharathi B S | Accountant | Member |
STUDENT WELFARE COMMITTEE
It is a completely confidential committee devoted to supporting the emotional well-being of the students. We comply with the policies set up by the college to facilitate a positive academic environment for the students and help them proceed in their careers with minimal obstruction. Our role is to create, facilitate, and develop inspiration-filled platforms where students can explore their highest form of individual expression. We believe the only way such an exploration is possible is when our students receive the highest form of comfort and welfare through their academic journey. As a way of creating endless memories, the department of student welfare organises student-centred events that explore the essence of the all-round development of students. By growing with us, numerous students shape their dreams into reality.
Members
| Sl.No | Name | Designation | Position in the committee |
| 1. | Dr S R Gajendra Singh | Principal | Chairperson |
| 2. | Mr Chetan Kumar M R | Assoc. Professor | Member |
| 3. | Mr. Pramod G V | I year B.Sc Nursing | Member |
| 4. | Ms. Diya Devassy | I year B.Sc Nursing | Member |
| 5. | Mr Chetan Hiremath | II year B.Sc Nursing | Member |
| 6. | Ms Jeba Anushya | II year B.Sc Nursing | Member |
| 7. | Ms Preethi G K | III year B.Sc Nursing | Member |
| 8. | Mr Jestin | III year B.Sc Nursing | Member |
| 9. | Ms Zeenath | IV year B.Sc Nursing | Member |
| 10. | Mr Arman | IV year B.Sc Nursing | Member |
| 11. | Mrs Deurupa Adhikari | I year M.Sc Nursing | Member |
| 12. | Mrs Anita Rani A L | II year M.Sc Nursing | Member |
Anti-Ragging Committee
As per the year 2013 Gazette of India published, it is required to get the on-line anti-ragging undertaking by each student. Each student and their parent need to take on-line anti-ragging undertaking. A copy of the undertaken need to be given to the counselors by each student.The two different links are provided for all the students starting from I year to final year to take an undertaking. The two websites provide “ANTI RAGGING Undertaking BY STUDENTS AND PARENTS/GUARDIANS”.
UGC REGULATIONS ON CURBING THE MENACE OF RAGGING IN HIGHER EDUCATIONAL INSTITUTIONS is availabe by clicking the following link.
Anti-ragging rules from statutory bodies are provided as follows:
- As per the orders of the Supreme Court, Govt. of India, UGC, AICTE, Govt. of Karnataka, VTU, ”Ragging” is a Criminal Offence leading lo Non-Bail able Imprisonment. Students should not indulge in ragging or support ragging directly or indirectly in whatsoever manner. Severe action will be initiated against those indulging in ragging or supporting ragging.
- Ragging means causing, inducing, compelling or forcing a student, whether by way of a practical joke or otherwise, to do any act which detracts from human dignity or violates his/her person or exposes him/her to ridicule or to forbear from doing any lawful act, by intimidating, wrong fully confining or injuring him or by using criminal force on him / her or by holding out to him / her any threat of such intimidation, wrongful restraint, wrongful confinement, injury or the use of criminal force.
- Ragging Menace is a criminal offence and such of the students who involve in ragging will be rusticated from the college. Further, their University degree and conduct certificates will be embossed in BOLD letters with a statement that they indulged in ragging.
- d) Students indulging and/or encouraging ragging will not be eligible for placement services, hostel facility, air concession, railway concession, scholarships, passport/visa clearance etc.
- Photographs of students who have been involved in ragging shall be published in the notice board and also published in local newspapers.
- Enquiry committee’s decision regarding the punishment is final.
- The offence of ragging is not only punishable under Section 116 of the Karnataka Education Act, 1983, but also under various provisions envisaged in Sections 109, 110, 111, 112, 113, 114, 115, 116,302,305,306, 339, 340, 341. 342, 343, 344, 346, 347, 354, 359, 368,448,451 and 506 of the Indian Penal Code (IPC).
The college has constituted multiple anti ragging committees to curb ragging and make Ragging free campus.
The different committees are –
- ANTI RAGGING SQUAD MEMBERS
- ANTI-RAGGING MEMBERS
- ANTI RAGGING SQUAD MEMBERS
| Sl.No. | Name of the staff | Designation | Position | Mobile No. |
| 01 | Dr. S R Gajendra Singh | Principal | Chairman | 9448406646 |
| 02 | Mrs. Mamata Nischal | Assoc. Professor | Member Secretary | 8762289510 |
| 03 | Mrs. Sheela J. | Asst. Professor | Member | 9449444930 |
| 04 | Mrs. Uma G.S. | Office Senior staff | Member | 9901044236 |
| 05 | Mrs.Veena .K | Residential Warden (Girls Hostel) | Member | 9481493567 |
| 06 | Mr.T. Manjunath | Residential Warden (RV Boys Hostel) | Member | 9945578825 |
| 07 | Representatives of I,II,III,IV year year Basic B.sc, Nursing | Student Representatives | Members | —– |
| 08 | Representatives of Ist year student’s parents | Parents of I Year Students | Two Members | —– |
2. ANTI-RAGGING MEMBERS
| Sl.No. | Name of the staff | Designation | Position |
| 01 | Dr. S R Gajendra Singh | Principal | Chairman |
| 02 | Mrs. Mamata Nischal | Assoc. Professor | Member Secretary |
| 03 | Mrs. Sheela J. | Asst. Professor | Member |
| 04 | Mrs. Uma G.S. | Office Senior staff | Member |
| 05 | Mrs.Veena .K | Residential Warden (Girls Hostel) | Member |
| 06 | Mr.T. Manjunath | Residential Warden (RV Boys Hostel) | Member |
| 07 | Representatives of I,II,III,IV year Basic B.sc, Nursing | Student Representatives | Members |
| 08 | Representatives of Ist year student’s parents | Parents of I Year Students | Two Members |
To make all the students aware of ragging the institution has taken a pro-active measure by dissimilating the information.
- The rules book of the college and hand book of general information given to students at the time of admission clearly mentions the anti-ragging rules.
- Printed posters are placed in all the departments, canteen, administration block, etc.
- During the inauguration of the first year students, fresher are instruction the ill-effect of ragging or encourage ragging.
- Orientation program also has a secession on anti-ragging and its ill effect.
- Students of all the higher semester are called for anti-ragging awareness program during which the local Inspector of Police is invited to address.
The punishment for the students who are involved in ragging and/or encouraging may be
- Suspension or expulsion from hostel or mess, and the like.
- Their University degree and conduct certificates will be embossed with a statement that they had indulged in ragging in BOLD letters.
- They will not be eligible for placement will not be eligible for placement services, Hostel facility, air concession, railway concession, scholarships, passport/visa clearance etc.
- Photographs of students who have been involved in ragging and against whom prima facie cases are made out shall be published in the Notice Boards put up in conspicuous places.