Chandigarh School Harassment Case: 24 Women Staff Await Action Against Accused Colleague
In a concerning development from Chandigarh, more than two months have passed since twenty-four women staff members of a government senior secondary school formally lodged a complaint against a male colleague, alleging persistent harassment and intimidation. Despite the gravity of the allegations and the significant number of complainants, the accused continues to remain on active duty, with no interim administrative action implemented to date, according to sources familiar with the matter.
Details of the Complaint and Allegations
The complaint was officially submitted on February 12 to the school's Internal Complaints Committee, operating under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, commonly known as the POSH Act. Shockingly, despite this formal submission and the collective weight of the signatories, the accused has neither been transferred nor placed on leave. He continues to attend the school daily, sharing the same workspace as the women who have raised the complaint, thereby exacerbating their distress.
In their detailed written submission, the women staff members outlined a pattern of abusive and derogatory language, verbal threats, intimidating behaviour, and unwelcome physical proximity. They asserted that these actions have severely compromised their dignity and safety within the workplace environment. The complaint explicitly states that this conduct was not limited to isolated incidents but rather created a sustained hostile and humiliating work atmosphere.
The document also references a specific incident where the accused allegedly behaved in an aggressive and intimidating manner. He is said to have moved uncomfortably close to female staff members while making demeaning remarks, leaving them deeply distressed and fearful.
Demands for Immediate Action and Procedural Concerns
Seeking urgent redressal, the complainants have demanded that the Internal Complaints Committee promptly take up the matter and implement interim protective measures without any further delay. They have also warned that a failure to act could compel them to pursue criminal proceedings, highlighting the seriousness of their grievances.
However, the lack of any interim relief has emerged as a critical concern. School sources confirm that no temporary measures, such as transferring the accused or adjusting work arrangements, have been initiated so far. The accused continues to function in the same environment, potentially undermining the investigation and the complainants' well-being. Efforts to seek comment from Director of School Education Nitish Singla were unsuccessful, as he did not respond to calls and messages.
In a procedural twist, sources reveal that apart from the school-level Internal Complaints Committee, the education department has constituted a separate committee to examine the matter. This parallel panel comprises principals from at least three government schools along with a senior district education official.
This move has raised significant concerns among some staff members regarding the necessity of a parallel committee when a duly constituted Internal Complaints Committee already exists within the school and is legally mandated to address such complaints. Under the prescribed POSH framework, institutions are required to have an Internal Complaints Committee to handle workplace harassment allegations. A district-level Local Complaints Committee is typically invoked only if no Internal Complaints Committee exists or if the complaint is directly against the employer.
The current arrangement has, therefore, prompted procedural questions about redundancy and potential delays. No official clarification has been issued to address these concerns, leaving the process mired in uncertainty.
Current Status and Broader Implications
As of now, despite the passage of over two months since the complaint was filed by twenty-four staff members, no interim administrative action has been taken. The accused continues to attend school as usual, while the complainants await justice and protection.
What the Rules Say: Under the POSH framework, complaints of sexual harassment are to be examined by the institution’s Internal Complaints Committee. A local complaints committee at the district level is generally constituted only when an Internal Complaints Committee is not in place or when the complaint is against the employer, raising valid questions over the need for parallel panels in this particular case.
Note: The identity of the complainants has not been revealed to protect their privacy, in accordance with Supreme Court directives on cases related to sexual assault.
