Child Safeguarding & POCSO Compliance Policy

Purpose

At CLAT SARTHY, the safety, dignity, and well-being of every student is our highest priority. We are committed to providing a secure, respectful, and supportive learning environment where children are protected from all forms of abuse, harassment, exploitation, and misconduct. This policy is established in accordance with the Protection of Children from Sexual Offences (POCSO) Act, 2012, and other applicable laws of India.

Scope

This policy applies to all individuals associated with CLAT SARTHY, including faculty members, administrative staff, support staff, contractual employees, guest lecturers, mentors, interns, volunteers, vendors, service providers, and any person interacting with students on behalf of the institution.

Definition of a Child

For the purpose of this policy, a child refers to any individual below the age of 18 years, as defined under Indian law.

Zero-Tolerance Policy

CLAT SARTHY maintains a strict zero-tolerance approach towards any act that compromises the safety or dignity of children. Prohibited conduct includes sexual harassment, sexual assault, molestation, grooming, exploitation, inappropriate physical contact, sexual communication with minors, sharing explicit content, intimidation, coercion, and any offence prohibited under the POCSO Act. Any such incident will be reported immediately to the appropriate law enforcement authorities.

Mandatory Reporting

Every employee and representative of CLAT SARTHY has a legal and ethical responsibility to report any known or suspected offence involving a child. All concerns must be reported immediately to the Child Protection Officer (CPO), who will ensure prompt reporting to the Police or Special Juvenile Police Unit in accordance with the law. Failure to report an offence may attract legal consequences.

Child Protection Officer

The institution appoints a Child Protection Officer responsible for receiving complaints related to child safety, coordinating with law enforcement agencies, maintaining confidential records, preserving evidence where necessary, supporting affected children, and ensuring full compliance with child protection laws.

Staff Code of Conduct

All employees are expected to maintain professional boundaries while interacting with students. Meetings with minors should take place only in open, visible, or supervised environments. Staff members must avoid personal communication with students through private social media platforms, maintain respectful conduct at all times, and ensure that any physical contact is appropriate and necessary.

Employees are strictly prohibited from engaging in romantic or personal relationships with minors, making inappropriate remarks, inviting students to private locations, sharing inappropriate content, or photographing students without institutional authorization.

Recruitment Safeguards

To ensure student safety, CLAT SARTHY follows appropriate recruitment procedures that include identity verification, background verification, reference checks, and declarations regarding any previous criminal misconduct involving minors.

Response to Complaints

Upon receiving a complaint or suspicion of child abuse, the institution will immediately prioritize the child’s safety, restrict the accused from interacting with students, preserve available evidence, notify the appropriate authorities without delay, and extend necessary support to the affected child. Internal procedures shall never delay mandatory legal reporting.

Confidentiality

The identity of the child, personal information, complaint details, and investigation records shall remain strictly confidential except where disclosure is required by law.

Protection Against Retaliation

CLAT SARTHY strictly prohibits retaliation against any student, parent, employee, witness, or individual who reports concerns or assists in an investigation. Any retaliatory conduct will result in disciplinary action.

Disciplinary Action

Any violation of this policy may result in suspension, termination of employment or engagement, reporting to law enforcement authorities, and legal action under applicable laws.

Policy Review

This policy shall be reviewed periodically and updated whenever necessary to ensure continued compliance with applicable laws and best practices in child protection.

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Workplace Sexual Harassment Prevention Policy

(In accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013)

Purpose

CLAT SARTHY is committed to providing a safe, respectful, inclusive, and professional workplace for all employees. Sexual harassment in any form is strictly prohibited. This policy establishes procedures for the prevention, prohibition, and redressal of workplace sexual harassment in accordance with applicable Indian laws.

Applicability

This policy applies to all permanent employees, contractual staff, faculty members, guest lecturers, consultants, interns, trainees, vendors, service providers, and any individual present at the workplace.

Definition of Sexual Harassment

Sexual harassment includes any unwelcome physical, verbal, written, visual, or digital conduct of a sexual nature. It includes unwanted physical contact, requests for sexual favours, sexually coloured remarks, displaying or sharing explicit material, offensive gestures, inappropriate online communication, or any conduct that creates an intimidating, hostile, or offensive work environment.

Examples of Prohibited Conduct

Prohibited behaviour includes inappropriate touching, repeated unwanted communication, comments about a person’s appearance or body, sharing obscene jokes, videos, or images, sending offensive emails or social media messages, and any other conduct of a sexual nature that makes another person uncomfortable.

Internal Complaints Committee (ICC)

CLAT SARTHY maintains an Internal Complaints Committee (ICC) in accordance with the POSH Act. The committee consists of a Presiding Officer who is a senior woman employee, employee representatives, and an external member with relevant legal or social sector experience. The ICC is responsible for receiving complaints, conducting impartial investigations, and recommending appropriate action.

Filing a Complaint

An aggrieved person may submit a written complaint within three months of the incident. The complaint should include details of the incident, date, location, names of the persons involved, and any supporting evidence available.

Interim Relief

During the inquiry process, the ICC may recommend temporary measures such as transfer of either party, grant of leave to the complainant, modification of reporting arrangements, or restricting contact between the concerned individuals to ensure a fair investigation.

Inquiry Process

The ICC shall conduct a confidential and impartial inquiry by interviewing the parties involved, examining witnesses, reviewing documentary or electronic evidence, and considering all relevant records. The inquiry will ordinarily be completed within ninety days, as prescribed by law.

Confidentiality

All complaints, proceedings, evidence, and identities of the complainant, respondent, and witnesses shall remain confidential except where disclosure is required under applicable law.

Action on Findings

Where allegations are substantiated, disciplinary action may include a written warning, formal apology, suspension, termination of employment, deduction of compensation where permitted by law, or any other appropriate corrective measure.

False Complaints

If a complaint is determined, after due inquiry, to be intentionally false and malicious, appropriate disciplinary action may be taken. However, an inability to substantiate allegations shall not, by itself, be treated as evidence of a false complaint.

Awareness and Training

CLAT SARTHY regularly conducts awareness programmes and training sessions to educate employees on professional workplace conduct, prevention of sexual harassment, complaint procedures, and their rights and responsibilities under the law.

Policy Review

This policy shall be reviewed and updated periodically to ensure continued compliance with applicable legislation and to maintain a safe, respectful, and inclusive workplace for all members of the institution.