• Prevent discrimination and sexual harassment against women employees and girls students by promoting gender amity among them.
• Make recommendations to the Chairperson for changes/ elaborations in the Rules for students and employees in the Prospectus and the Bye-Laws, to make them gender just and to lay down procedures for the prohibition, resolution, settlement and prosecution of acts of discrimination and sexual harassment against women, by the students and the employees.
• Our Organization orientation programmee for women employees and girl students to sensitize to be proactive to deal with such discrimination if any.
• Complaint may be oral, by email (mogc.principal@maaomwati.com) or in writing. If the complaint is oral, it will be converted into a written form by the Sexual Harassment Committee member who received the complaint and authenticated by the complainant under his / her signature as soon as possible.

• Eve-teasing.
• Disagreeable remarks.
• Jokes causing or likely to cause awkwardness or embarrassment.
• Innuendos and taunts.
• Gender based insults or sexist remarks.
• Unwelcome sexual overtone in any manner such as over telephone (obnoxious telephone calls) and the like.
• Touching or brushing against any part of the body.
• Displaying pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings.
• Forcible physical touch or molestation.
• Physical confinement against one's will and any other act likely to violate one's privacy.

Once the investigation is completed, a determination will be made regarding the validity of the harassment allegation. If it is determined that harassment has occurred; prompt, remedial action will be taken. The committee members will share the investigation details and the findings thereof with the appropriate functional head and agree on the applicable disciplinary action. This may include some of all of the following:-

• In 2014, CBSE made it mandatory for all school buses to install GPS systems to ensure safe transportation of children to and from schools
• However, the actual need of the hour is to provide the school administration with an easy-to-use system to ensure safety of children and fleet management in real-time, and provide parents with constant updates of their children's whereabouts
• When it comes to hiring teachers, administrators and other school staff, there are many good reasons to conduct pre-employment background checks for student safety.
• This will help schools in screening people who come in contact with students within the school premises, including teachers, administrators, sports coaches, cleaning staff and volunteers.

• Warning.
• Written apology
• Adverse remarks in the Confidential Report
• Debarring from supervisory duties
• Denial of re-employment
• Stopping of increments/promotion
• Reverting, demotion
• Transfer if applicable
• Dismissal
• Any other relevant mechanism

• Written apology
• Withholding results
• Debarring from exams.
• Debarring from holding posts
• Expulsion
• Denial of admission
• Any other relevant mechanism.