Internal Committee : Savitribai Phule Pune University

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Internal Committee : 'Sexual Harassment at Workplace Act,2013'

Members of the Internal Committee at Savitribai Phule Pune University :

Dr. Madhavi Reddy (Presiding officer) October 2024 to till date- Department of Media and Communication Studies.

Dr. Prabhakar Desai (Member) October 2024 to till date- Department of Marathi.

Dr. Vaishali Shinde (Member) October 2024 to till date- Department of Chemistry.

Dr. Naresh Waghmare (Member) October 2024 to till date- Department of Law.

Dr. Vaishali Sakore (Member) October 2024 to till date – Reservation Section.

Dr. Richa Ashma (Member) October 2024 to till date – Department of Zoology.

Dr. Swati Acharya (Member) October 2024 to till date – Department of Foreign Language

Ms. Sheetal Ugale (Member) October 2024 to till date – Finance Department

Adv. Rama Sarode (Member) September 2021 to till date- Outside Expert.

Student representatives

Srushti Bhagwat (student member) March 2024 to till date - PhD student, Department of Biotechnology

Pradeep Kapse (student member) March 2024 to till date - PhD student, Department of Political Science

Administrative coordinator - Dr. Anagha Tambe - KSP Women's Studies Department

Members of the Internal Committee in the Past:

Prof. Ameeta Ravi Kumar- September 2021- October 2024 (Presiding officer)

Past Administrative coordinator:

Dr. Swati Dyahadroy - August 2018 to May 2019.

What is Sexual Harassment?

An act of sexual harassment includes any one or more of the unwelcome acts or behaviour, whether directly or by implication:

Physical contact and advances; or
A demand or request for sexual favours; or
Making sexual coloured remarks; or
Showing pornography; or
Any unwelcome physical, verbal or non-verbal conduct of sexual nature.

The following circumstances, among other circumstances, if it occur or are present in relation to or connected with any act or behaviour of sexual harassment, may also amount to sexual harassment;

Implied or explicit promise of preferential treatment in her employment; or
Implied or explicit threat of detrimental treatment in her employment; or
Implied or explicit threat about her present or future employment status; or
Interference with her work or creating and intimidating or offensive or hostile work environment for her; or
Humiliating treatment likely to affect her health or safety.

Kindly look at the Act 2013 section 16 and 17 regarding the information about complaints that can be made public.