S.N. | Name of the Faculty | Designation & Department | Role | Mobile No. |
1. | Dr. Adinath Pathak | - | Co-Ordinator | - |
2. | Dr. Rathod B.L. | Anti Ragging | Co-Ordinator | - |
3. | Dr. Rupali Shendkar | Anti Harassmen | Co-Ordinator | - |
4. | Dr. Shivaji Shinde | Internal Complaint Committee | Co-Ordinator | - |
5. | Dr. Sapana Rane | HOD -Electronic Science | Member | 9890968884 |
6. | Dr. Rathod B.L | - | Member | - |
7. | Dr. Bhosale M.M | - | Member | - |
8. | Dr. Swati Shind | - | Member | - |
9. | Prof. Deshmane- Ashwini | - | Member | - |
10. | Prof. Amruta More | - | Member | - |
11. | Mrs. J.T. Chavan | - | Office Member | - |
12. | Mrs. Veer Surekha | - | Office Member | - |
Note: As per "The sexual harassment of women workplace (Prevention, Prohibition and
Redresal) Act 2013 and SPPU Circular No. 165/2016"
- Contact Us for For Anti-Harassment and Anti - Ragging
- Police Bit Marshal Contacts
- Mrs. Renuka Rajput - 9823297178
- Mrs. Lande Madam- 822950018
- Other Contact Person
- Dr. R.P. Shendkar- 9371101559
- Prof. S.B. Shinde - 9960806049
- Discriminatory harassment of any person or group of persons on the basis of race, color,
religion, sex, national origin, age, disability, sexual orientation, gender identity or veteran
status is prohibited. Any employee, student, student organization, or person privileged to
work or to study at the Mamasaheb Mohol College, Paud Road, and Pune 38. who violates
this policy will be subject to disciplinary action: for employees, up to and including
termination; and for others, up to and including permanent exclusion from the Institute.
- This policy applies to every member of the Institute community. Faculty, students, and staff
at all levels are responsible for maintaining an appropriate environment for study and work.
This includes conducting themselves in a professional manner. Toward this end,
the Mamasaheb Mohol College, Paud Road, and Pune 38. supports the principle that
harassment represents a failure in professional and ethical behavior that will not be ignored.
- This policy and procedure is intended to facilitate an atmosphere in which, faculty staff, and
students have the right to raise the issue of discriminatory harassment without fear of
retaliation and to ensure that violations are fully remedied. No member of the
the Mamasaheb Mohol College, Paud Road, and Pune 38Community will be retaliated
against for making a good faith report of alleged harassment or for participating in an
investigation, proceeding, or hearing.
- Mamasaheb Mohol College, Paud Road, Pune is committed to providing its staff, faculty,
and students the opportunity to pursue excellence in their academic and professional
endeavors. This opportunity can exist only when each member of our community is assured
an atmosphere of mutual respect. The free and open exchange of ideas is fundamental to the
Institute's purpose. It is not the Institute's intent in propagating this policy to inhibit free
speech or the free communication of ideas by members of the academic community.
- Policy Terms:-
- Discriminatory harassment - unwelcome verbal, non-verbal, or physical conduct directed
against any person or group, based upon race, color, religion, sex, national origin, age,
disability, sexual orientation, gender identity, or veteran status that has the purpose or effect of
creating an objectively hostile working or academic environment. A hostile environment is
created when harassment is so severe, pervasive, or persistent as to unreasonably interfere with
or limit an individual's employment or educational opportunities.
- Harassment must be distinguished from behavior which, even though unpleasant or
disconcerting, is appropriate to the carrying out of certain instructional, advisory, or
supervisory responsibilities.
- Sexual harassment - Unwelcome sexual advances, requests for sexual favors, and other
verbal, non-verbal or physical conduct of a sexual nature, when:-
- Submission to such conduct is made either implicitly or explicitly as a term or condition
of an individual's employment or status in a course, program, or activity;
- Submission or rejection of such conduct by an individual is used as a basis for condition
of an individual's employment or status in a course, program, or activity;
- Such conduct has the purpose or effect:-
- of unreasonably interfering with the individual's work or education performance;
- of creating an objectively intimidating, hostile, or offensive working and/or
learning environment; or
- of unreasonably interfering with or limiting one's ability to participate in or
benefit from an educational program or activity.
- Men and women, as well as, persons of the same gender may be either the
initiators or victims of sexual harassment.
- Procedures: -
- Complaints of Sexual Misconduct
- Complaints of Sexual Misconduct (which includes, but is not limited to, domestic violence,
dating violence, sexual assault, sexual exploitation, sexual harassment, and stalking) are
addressed pursuant to the policies and procedures of the Board of Regents Sexual
Misconduct Policy. Additional procedures for complaints of sexual misconduct by students
are contained in the Student Sexual Misconduct Policy.
- Complaints of Discriminatory Harassment
- Any member of the college who believes that he or she has been the victim of discriminatory
harassment other than sexual misconduct (the Complainant) should promptly report the
matter to the appropriate institute officials within the offices designated to handle such
complaints. The complaint should be brought within Three Months of the most recent alleged
harassing act.
- For incidents involving faculty and staff, the Office of Human Resources - Performance and
Talent Management team should be contacted.
- The initial discussion between the Complainant and the Appropriate Institute Official will be
handled with sensitivity and discretion. The Appropriate Institute Official will inquire into all
reports of alleged sexual harassment brought to his or her attention.
- During the initial meeting with the Appropriate Institute Official, a written summary of the
complaint will be made and should be signed by the Complainant.
- The Appropriate Institute Official will inform the alleged offender ("Respondent") of the
allegation and of the identity of the Complainant, will provide him or her with a written
summary of the Complaint and will proceed as set forth in the following section.
- Resolution of a Complaint: -
- When a complaint is submitted, the Appropriate Institute Official will discuss the matter with
the parties promptly, will notify the appropriate Principal of the College, and may initiate
whatever steps he or she deems appropriate to affect an informal resolution of the complaint
acceptable to both parties within Three Months of a reported incident. If an informal
resolution is reached, it will be documented in writing, approved by the Principal of the
College and Students, as appropriate, and signed by the Complainant and the Respondent.
- If an informal resolution satisfactory to the Parties is not reached within Three Months after
an incident is reported, or if in the sole discretion of the Appropriate Institute Official, an
informal resolution is not possible; the Appropriate Institute Official will proceed with a full
investigation. A report of the investigation results along with a recommendation for
resolution of the Complaint and/or disciplinary action will be made to the Honorary
Secretary of P.D.E.A. The Honorary Secretary of P.D.E.A of Students will initiate prompt
remedial or corrective action where warranted.