Committee

KRMU is a safe and comfortable place away from home where students and staff experience a happy and friendly atmosphere. The University strictly adheres to the rules and regulations of the UGC and the AICTE for the safe campus.

Anti-Discrimination Cell

The UGC Regulation on “Promotion of Equity in Higher Educational Institutions Regulations 2012” states that "no higher educational institution shall discriminate a student belonging to the Scheduled Castes and Scheduled Tribes categories, or allow or condone any constituent of the higher educational institutions to discriminate such a student or group of such students".

The Officials/faculty members should desist from any act of discrimination against SC/ST students on grounds of their social origin. The University should also ensure that no official/faculty members indulge in any kind of discrimination against any community or category of students.

Gender Sensitization Committee

Constitution of Gender Sensitization Committee against Sexual Harassment as per the guidelines for the prevention and deterrence of sexual harassment in the workplace laid down by the Supreme Court of India in its 13 August 1997 Judgment on the Writ Petition (Criminal) Vishaka v. the State of Rajasthan, and directed by UGC, New Delhi in this regard; K.R. Mangalam University had approved a Policy against Sexual Harassment at the Workplace.

KRMU Internal Complaints Committee (ICC)

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ("POSH Act") was enacted as comprehensive legislation to provide a safe, secure and enabling environment, free from sexual harassment to every woman. This statute was enacted to fill the legislative void which had been partially addressed by the judiciary in Vishaka and Others v. State of Rajasthan and Others (1997 (7) SCC 323). In this seminal public interest litigation verdict, the Supreme Court of India had framed a set of guidelines ("Vishaka Guidelines") for dealing with instances of sexual harassment at the workplace, which has now been codified in the POSH Act.

Under the POSH Act, an employer is legally required to comply with certain statutory requirements. One of these is the constitution of an Internal Complaints Committee ("ICC"), a body envisaged to receive complaints on sexual harassment at the workplace from an aggrieved woman, as well as to inquire into and make recommendations to the employer on the action required under its inquiry of such complaint made.

Anti-Ragging Committee

Ragging is an offence punishable as per law- resulting in imprisonment and/or heavy penalty.

[REF.: University Grants Commission Circular No. F.1-16/2009(CPP-II), dated September 2009 as per the order of the Hon. Supreme Court of an India vide ref. no.: In SLP No. 24295 of 2006.]

Ragging means causing physical and/or mental trauma to a person as a result of physically abusing manhandling, using abusive language or gestures or forcing them to perform acts that may cause physical/mental damage. Ragging is a social, cultural and psychological menace.

Students are urged to keep-up the glorious tradition of AET Group of Institutions and not to indulge in any activity within or outside the campus that may be construed as or amounts to ragging. Any student found involved in any such activity directly or indirectly shall not only be expelled from the Institution, but the matter will be reported to Police / Legal authorities, for further necessary action.