Protection of Children from Sexual Offences (POCSO)

We strive to guarantee a safe and welcoming environment for all students, parents, teachers, and employees. Discrimination and harassment of any type are strictly prohibited. There is absolute zero tolerance against acts that constitute sexual harassment of any kind. This policy intends to prohibit such occurrences and details procedures to follow when a violation is believed to have occurred.

1. Applicability & Scope

This policy extends to all staff members, employees, and students of the School, including those employed on a contractual basis. It also extends to parents and visitors subjected to harassment at the School premises.

Scope: The scope is restricted to:

• (i) Premises of the School.
• (ii) Any mode of transport provided by the School for journeys to and from the school.
• (iii) Any external location visited by staff or students during the course of official work.

2. Definitions

"Sexual Harassment": Any unwelcome sexually determined behaviour (direct or implied) such as physical contact and advances, requests for sexual favours, sexually cultured remarks, showing pornography, or creating a hostile work environment.

"Hostile Work Environment": Speech, conduct, or written remarks that amount to marginalization, social ostracization, or intimidation interfering with work performance.

4. Procedure for Dealing with Complaints

A. Filing a Complaint

1. Complaints can be filed with any committee member or via email to the Principal at bfsshamshabad@gmail.com.
2. Complaints must be made not later than 30 days from the date of the incident.
3. Anonymous complaints will be deliberated upon, and enquiry conducted if deemed fit.
4. Making a false complaint or providing false information is a violation of this policy and will attract strict disciplinary action.

B. Process of Enquiry

1. The Accused Person will be served a notice and must furnish a written defence within 30 days.
2. The Committee shall conduct oral hearings where the Complainant and Accused shall be present in person.
3. All proceedings are strictly confidential.
4. The enquiry should ideally conclude within 4 months of filing.
5. Principles of natural justice will be followed, allowing cross-examination of witnesses.

C. Decision & Action

If harassment is determined, remedial action may include:

• Restoring lost terms/benefits to the complainant.
• Demotion, suspension, or termination of the Accused.
• Compensation to the victim.

The decision of the Committee shall be final and binding.

5. Miscellaneous & Reporting

Two separate complaint boxes shall be maintained: one for students (POCSO) and one for the Internal Complaints Committee.

As per the Sexual Harassment of Women at Workplace Act, 2013 and the POCSO Act, 2012, the School shall maintain reports of cases filed and their disposal, intimating the appropriate district authority as required.