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Sexual Harassment Prevention & Complaint Committee

Upholding a safe, respectful, and zero-tolerance environment for all members of the WUB community.

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Your safety and confidentiality are our top priorities. If you or someone you know has experienced harassment, please reach out immediately.

In accordance with the High Court Division's ruling (14th May 2009) and Section 28(4) of the Private Universities Act 2010, WUB maintains a "Zero Tolerance" approach to combat sexual misconduct and safeguard the community through a confidential, accessible, and fair investigation mechanism.

👥 Committee Members
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Dr. Mohiuddin Md. Al-Amin

Head of Department (Chair)

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Saima Nazreen

Member Secretary

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Farhina Rahman Laboni

Member

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Farhana Latif

Member

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Sumona Sharmin

Member

📜 Terms of Reference

Reasons for Formation

In accordance with the High Court Division's ruling from 14th May 2009, this guideline is designed to combat sexual misconduct and safeguard women, girls, and children against physical, mental, and sexual harassment in workplaces, educational facilities, and public spaces throughout the country.

The Honorable High Court Division provided particular instructions that must be implemented in all workplaces, particularly in educational institutions, utilizing its power granted by Article 111 of the Bangladesh Constitution.

Hence, the World University of Bangladesh (WUB) will adopt a "Zero Tolerance" approach to effectively combat sexual harassment in its institution. These guidelines command the establishment of a five-member Complaint Committee, led by a woman, to investigate claims of harassment.

Under Section 28(4) of the Private Universities Act of 2010, as well as the High Court Division's directives in Writ Petition No. 5916 of 2008 and the order issued on January 12, 2021, WUB has implemented a robust mechanism for preventing and addressing sexual abuse and harassment.

Purpose of the Committee

The sexual harassment prevention committee is to provide a confidential and accessible mechanism for female employees and students to report instances of sexual harassment, ensuring fair and timely investigation and appropriate redress.

This policy applies to all full-time and part-time students, as well as all full-time, part-time, contractual, and adjunct faculty members, along with all professional and administrative staff at the University.

Membership Composition

This Committee will consist of five members from university staff, with an emphasis on having a majority of female members. The framing of the Committee will be formed on recommendations by the Vice-Chancellor for approval by the Chairman of the Board of Trustees of WUB. The committee will constitute:

  • Diverse composition including a majority of female members with expertise in legal matters, human resources, psychology, and relevant fields.
  • May include external members with specialized knowledge on gender issues.
  • Designation of a committee chair with clear leadership responsibilities.

Key Definitions

a. Sexual Harassment includes:

▪ Unwelcome sexual behaviour, explicit or implied (e.g., physical contact).
▪ Attempts to establish a sexual relationship by abusing power.
▪ Sexually inappropriate verbal comments or requests for favours.
▪ Displaying pornographic material or making sexual remarks/gestures.
▪ Indecent gestures, abusive language, stalking, or sexual jokes.
▪ Insults via letters, phone calls, or public displays with sexual implications.
▪ Taking unauthorized photographs for blackmail.
▪ Excluding others from activities based on sex or for harassment purposes.
▪ Pressure or threats following a rejected romantic proposal.
▪ Intimidation, deception, or false assurances to establish a sexual relationship.
b. Misconduct: Intentional wrongdoing unacceptable to WUB management.
c. Harassment: Behaviours that cause physical or psychological distress to the recipient.
d. Concerned Authority: WUB officials responsible for enforcing disciplinary rules.
e. Disciplinary Rules: Adopted Acts, Ordinances, Rules, and WUB guidelines.
f. Disciplinary Committee: Established per Section 28(4) of the Private Universities Act of 2010.
g. Complaint Committee: Formed to handle complaints based on High Court directives.
h. Woman: Any female, as defined by the Nari o Shishu Nirjaton Domon Ain, 2000.
i. Complainant: Any student, guardian, employee, or staff member who has experienced victimization.

Core Responsibilities

5.1 Complaint Handling

  • Receive and document complaints confidentially.
  • Conduct preliminary assessment of jurisdiction.
  • Inform the complainant about the process and rights.

5.2 Investigation

  • Initiate thorough investigation (evidence, witnesses).
  • Maintain strict confidentiality throughout.
  • Ensure due process for both complainant and accused.

5.3 Decision Making

  • Analyse findings to determine if harassment occurred.
  • Issue a report with findings and corrective recommendations.
  • Communicate the decision to both parties.

5.4 Prevention & Awareness

  • Develop and implement anti-harassment training.
  • Promote a culture of respect and inclusivity.
  • Regularly review and update policies.

5.5 Reporting and Accountability

  • Submit periodic reports to senior management on activities and trends.
  • Maintain detailed records of complaints, investigations, and actions.
  • Ensure transparency in the committee's decision-making process.

Operating Procedures

Complaints must be submitted to this Committee within 30 working days of the incident. Complaints can also be directed to the Registrar's office for forwarding. The Committee's duties include:

• Investigate matters thoroughly, confidentially, and with gender sensitivity.
• Evaluate the gravity of the situation upon receiving a complaint.
• Notify parties/witnesses via mail/email and conduct hearings (in-person or virtual).
• Consider both oral testimony and circumstantial evidence as significant.
• Require all organizational authorities to support the Committee as requested.
• Maintain strict confidentiality; accused identities are not disclosed until guilt is established.
• Avoid asking demeaning or harassing questions during testimonies.
• Submit findings to the Registrar within 30 working days (extendable to 60 days).
• Recommend disciplinary action against complainants if a complaint is intentionally false.
• Resolve minor offenses amicably with mutual consent, reporting to the Disciplinary Committee.
• Ensure recommendations reflect the majority opinion of the members.

Penalties & Disciplinary Actions

Upon receiving a complaint, the Complaint Committee will establish an Investigation Committee. If sufficient evidence is found, it may recommend disciplinary actions to the Disciplinary Committee, which will make a final decision. Consequences may include:

Oral Reprimand Written Reprimand Suspension (up to 1 semester) Permanent Dismissal

Degree of Measures by Violation Type:

Type Description of Rule Violations Measure Against Student Measure Against WUB Staff
Gender Harassment / Eve Teasing Inappropriate, unwanted, and unwelcome conduct of a sexual nature perceived as harassment, adversely affecting dignity inside the University. 1. Suspension for one or more semesters.
2. Permanent expulsion from the university.		 1. Warning letter.
2. Financial penalty (10 days to 1 month salary deduction).
3. Permanent termination.
Cyber Crime Misbehavior via email, blogs, social media, WUB network, or mobile phones of a sexual nature, including unauthorized dissemination of pictures or voice records. 1. Suspension for one or more semesters.
2. Permanent expulsion from the university.		 1. Warning letter.
2. Financial penalty (10 days to 1 month salary deduction).

⚖️ If the complaint constitutes an offense under the Penal Code or any prevailing law, the matter will be referred to the appropriate court or tribunal through the proper channels.

Important Considerations

🔒 Confidentiality Strict protocols protect the privacy of complainants and witnesses.
⚖️ Impartiality Members remain objective and avoid conflicts of interest during investigations.
⏱️ Timeliness Complaints are addressed promptly and investigations conducted efficiently.
📜 Legal Compliance Strict adherence to applicable laws and regulations regarding sexual harassment.

Ratifications to the Policy

Any modifications in the form of changes or additions to this policy can be done by approval of the Syndicate with final consent from the Board of Trustees of the University. Proposals for changes can be addressed by the Office of the Registrar upon receiving inputs from various sources within the University.