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Protection Against Retaliation
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Protection Against Retaliation

JGU is unwavering in its commitment to provide safe channels for raising concerns about discrimination, harassment or retaliation without fear of adverse consequences. Our clear anti-retaliation provisions protect complainants, witnesses and anyone who supports them, and they are set out in two complementary policies: the Policy on Non-Discrimination, Equal Employment Opportunity and Affirmative Action, and the Whistleblowing Policy.

Concerns can be raised confidentially, in writing or orally, with several dedicated bodies, including Human Resources, the Anti-Discrimination Committee and COGSASH. Investigations are prompt, thorough and impartial, and everyone involved is heard fairly. Education and awareness measures promote a culture of trust in which speaking up is welcomed. Retaliation of any kind leads to disciplinary action, up to and including termination of employment, which reinforces institutional accountability.

These protections empower the JGU community to uphold gender equality and inclusion by addressing injustices with confidence. Both policies are set out in full below.

Policy on Non-Discrimination, Equal Employment Opportunity and Affirmative Action

Policy Details

  • Policy Title: Policy on Non-Discrimination, Equal Employment Opportunity and Affirmative Action

  • Year Reviewed: 2026

  • Primary SDG Alignment: SDG 5, SDG 8, SDG 10 and SDG 16 (Target 16.b)

1. Policy Objective & Purpose

JGU provides a professional workplace with equal employment opportunities, and it bars unlawful discrimination, including harassment. Selection of candidates is based strictly on merit.

2. Scope & Applicability

The policy covers employees, retainers, adjunct staff, interns, contract workers, consultants and third-party workers. It applies to every stage of employment, including recruitment, selection, placement, supervision, working conditions, pay, training, promotion, demotion, transfer, layoff and termination.

3. Guiding Principles

  • Merit and opportunity: selection is based on merit, and promotion and development depend on performance, ability, potential and institutional needs.

  • Protection of every identity: the policy protects against discrimination based on race, colour, religion, gender, age, national origin, sexual orientation, marital status, disability, ancestry, medical condition, genetic information, gender identity and gender expression.

  • Diversity: JGU is committed to diversity and affirmative action, and to complying with applicable legal requirements.

4. Key Operational Provisions

  • Conduct that is prohibited:

    • Discrimination on any protected characteristic in any aspect of employment.

    • Harassment, including verbal or physical conduct that creates an intimidating, hostile or offensive environment.

    • Retaliation against people who raise concerns or take part in investigations.

    • Intimidation, whether done directly or through others.

  • Equal opportunity and affirmative action:

    • For non-technical posts, the university follows Haryana Government requirements for adequate representation of state residents, subject to qualifications, experience and merit.

5. Roles & Institutional Governance

  • Anti-Discrimination Committee: oversees steps to prevent discrimination on campus, runs a complaint facility, looks into complaints and leads education and awareness measures.

  • COGSASH: serves as a grievance redress mechanism.

  • Human Resources: receives complaints and takes remedial action.

  • Supervisors, managers and HR staff: report any complaint they become aware of.

6. Grievance Redressal, Reporting & Whistleblower Protection

Employees who experience discrimination, harassment, bullying or victimisation can report to HR, the Anti-Discrimination Committee or COGSASH, orally or in writing, by phone, email or letter. Early reporting is encouraged because it makes concerns easier to look into. Confidentiality and privacy are protected for complainants and accused persons as far as reasonably possible. Where facts are disputed, an investigation is conducted. Retaliation is prohibited against anyone who raises a concern or takes part in an investigation. It includes any materially adverse action that would discourage a reasonable person from making or supporting a claim, such as changes to work location, assignments, pay or schedule, as well as intimidation, threats or harassment. Reports made in good faith are always protected.

7. Monitoring, Performance Indicators & Public Reporting

The Anti-Discrimination Committee oversees the steps taken to prevent discrimination and carries out education and awareness measures across the campus.

Whistleblowing Policy

Policy Details

  • Policy Title: Whistleblowing Policy

  • Year Reviewed: 2026

  • Primary SDG Alignment: SDG 16 (Target 16.b), SDG 5 and SDG 8

1. Policy Objective & Purpose

JGU encourages members of the community to report suspected violations of law or university policy, and it reinforces its commitment to non-retaliation. A whistle-blower is anyone who reports a suspected violation in good faith.

2. Scope & Applicability

The policy applies to every university unit and to all members of the community, including faculty, academic appointees, staff, students and contractors. It also covers those who handle reports, including supervisors, Human Resources, the Chief Compliance Officer and the relevant committees.

3. Guiding Principles

  • Good faith: anyone who raises a concern honestly is protected.

  • Zero tolerance for retaliation: seeking advice, filing a complaint or grievance, or opposing a suspected violation never leads to reprisal.

  • Fairness: concerns are addressed promptly, fairly and impartially.

4. Key Operational Provisions

  • What can be reported:

    • Suspected violations of law or university policy.

    • Workplace grievances about employment, working conditions or treatment by colleagues or supervisors.

    • Waste-management non-compliance, or suggestions for improvement, which go to the designated waste management authority.

  • Protection from retaliation:

    • Protection covers raising concerns in good faith, seeking advice, filing complaints or grievances, seeking HR help and opposing actual or perceived violations.

    • Anyone who experiences or witnesses retaliation is encouraged to report it p

5. Roles & Institutional Governance

  • Office of Safety, Security and Vigilance, including the Chief Proctor’s Office: receives reports.

  • Centre for Wellness and Counselling Services: receives concerns and offers support.

  • Human Resources, the Compliance Officer, COGSASH and the Anti-Discrimination Committee: investigate concerns within their areas.

  • Designated waste management authority: handles waste-management reports.

6. Grievance Redressal, Reporting & Whistleblower Protection

Concerns can be raised through the Office of Safety, Security and Vigilance, the Chief Proctor’s Office or the Centre for Wellness and Counselling Services. Reports are investigated promptly and thoroughly by designated officials, and grievances are addressed fairly and impartially, with employees able to present their concerns and evidence. Corrective action is taken where necessary. The identity of a whistle-blower is protected as far as the law permits and as far as an investigation allows. Retaliation is strictly prohibited and results in disciplinary action, up to and including termination of employment.

7. Monitoring, Performance Indicators & Public Reporting

Reports and grievances are handled promptly, and designated officials follow each matter through to corrective action where it is needed.