Formation:
The college reconstituted the Internal Complaints Committee (ICC) in June 2024 based on the UGC (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Educational Institutions) Regulations, 2015, published in the Gazette of India, New Delhi, Monday, May 2, 2016. Subsequently, in the light of the amendment vide Gazette notification issued on 9th May 2016, the name has been changed to Internal Committee (IC).

Duty:
To promptly investigate all forms of sexual harassment cases and provide redressal within a 90-day timeframe. Foster a gender-friendly environment for both staff and students and conduct gender sensitization awareness programs for all stakeholders in partnership with the Gender Resource Centre.

Current Composition of the ICC with effect from July 2024:

Sr.No.	Name	Designation	Email Id
1	Dr. Maulika Patel, Principal, MBIT	Monitoring Officer	principal.mbit@cvmu.edu.in
2	Dr. Darshana Prajapati, H.O.D. & Asso. Prof, ASH Dept.	Chairperson	head.ash@mbit.edu.in
3	Smt. Ashaben Dalal, President JMS, Anand	External member from NGO	–
4	Dr. Gopi Bhatt, H.O.D. & Asso. Prof, CE Dept.	Faculty Member	head.ce@mbit.edu.in
5	Prof. Jagruti Prajapati, I/c. H.O.D. & Asst. Prof., IT Dept.	Faculty Member	head.it@mbit.edu.in
6	Ms. Megha Patel, Lab Asst., CE Dept.	Faculty Member	mdpatel@mbit.edu.in
7	Mr. Shailesh U Baria, Lab Asst., IT Dept.	Faculty Member	subaria@mbit.edu.in
8	Adnan Khan, CE Dept.,	Member	12102040701007@mbit.edu.in
9	Ms. Ami Mistry, LR	Member

MBIT college authorities are committed, by their adherence to the Act and the Regulations, to provide all necessary facilities to the IC to conduct its inquiries within time and with required privacy. They are also committed to providing a zero-tolerance workplace/campus. The committee shall meet as and
when required and the minutes of the meetings may be recorded. The student members may be called in the meeting only when the matter involves students.

Guidelines:
1. Maintaining a policy of zero tolerance for sexual harassment.
2. Conducting gender sensitization sessions to educate on the various forms of sexual harassment—whether physical, verbal, or through electronic means—in partnership with the Gender Resource Centre.
3. Upholding the right to a safe campus and workplace, ensuring a conducive environment without resorting to excessive security measures or restricting the freedom of movement for employees or students.
4. Clarifying the expanded scope of workplace/campus as outlined in the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 and the Saksham Guidelines.
5. Establishing mechanisms for dispute resolution and dialogue through fair and just conciliation while upholding the integrity of the complainant.
6. Seeking to minimize reliance on punitive measures.
7. Facilitating the filing of formal complaints by complainants who choose to do so and adhering to the provisions of the 2013 Act and the 2015 UGC guidelines to ensure that complaints and inquiries are conducted fairly and promptly.
8. Safeguarding the identities of complainants and witnesses to ensure their safety.
9. Guarantee that victims or witnesses are not subjected to threats or penalties for reporting incidents.
10. Ensuring that the provisions of the Act are not exploited through frivolous complaints.