Kolkata National Law University

Will you please provide the list of schools and centers of West Bengal National University of Juridical Sciences , Kolkata ? Also provide the list of courses offered .

[Quick Sam]

The West Bengal National University of Juridical Sciences was established in the year 1999. It is located at Kolkata, West Bengal, India .

It is affiliated to BCI; UGC .

It is an autonomous law university offering courses at the undergraduate and postgraduate levels.

Centres in NUJS are:

Centre for Consumer Protection and Welfare.
Centre for Studies in WTO Laws.
Centre for Human Rights and Citizenship Studies.
Centre for Women and Law.

The Schools in NUJS are:

SCJA - School of Criminal Justice & Administration.
SPLG - School of Public Law & Governance.
SSS - School of Social Sciences.
The School of Technology, Law & Development.
SEBL - School of Economic & Business Laws.
SLPD - School of Legal Practice & Development.
SPLCJ - School of Private Laws & Comparative Jurisprudence.

Courses Offered :

L.L.M.
LL.D.
M.Phil. (Law)
Ph.D. (Law)
Post Graduate Diploma in Air and Space Law (PGDASL)
Post Graduate Diploma in Business Law (PGDBL)
Post Graduate Diploma in Human Rights Law (PGDHRL)
Post Graduate Diploma in Nuclear Law

Contact Details :
West Bengal National University of Juridical Sciences
12, LB Block,Dr. Ambedkar Bhavan, Sector III, Salt Lake City, Kolkata, West Bengal 700098
033 2335 2811

Can you provide me the syllabus for the Program - Executive Certification in Sexual Harassment Prevention & Workplace Diversity- offered by WB National University of Juridical Sciences, Kolkata?

[sumit]

The syllabus for the Program - Executive Certification in Sexual Harassment Prevention & Workplace Diversity- offered by WB National University of Juridical Sciences, Kolkata is as follows:


MODULE I: Understanding sexual harassment in an organisational context Psychology of sexual harassment and participation of women in the workplace.
History of fight against sexual harassment in India
Vishakha Guidelines and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 – comparison of compliance requirements and responsibility levels of employers and organizations
Role of employer in prevention of sexual harassment and employer's responsibilities under-sexual harassment prevention laws
Key roadblocks for organisations in implementation of 2013 Act
Relevance of the act for employees, committee members, HR personnel, in-house lawyers, accountants and secretaries
Role and tasks of a Sexual Harassment Prevention and Workplace Diversity Expert


MODULE II: Overview of Other compliance requirements and employer's duties under anti-sexual harassment law
Fulfilling the mandatory duties of employees under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Fulfilling the mandatory duties of employees under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Providing necessary facilities to the member of ICC
Preparation of annual reports
Communication and training for employees
Modifying employment agreements and policy in light of anti-sexual harassment law
Sample notices for display in organizational premises
Reporting and other compliances
Other statutory requirements
Consequences of violation of obligations
Non-constitution of ICC
Non-implementation the decision of the ICC
Reputation hazards for businesses in connection with sexual harassment laws
Risk mitigation of employers’ liabilities – D&O and Employment Practices Liability Insurance
Anti-sexual harassment audits
Necessity and objective of a sexual harassment audit
Professionals and officers involved in an audit and their roles
Reporting and information collection systems for audit
Components of an audit
Identification of relevant scenarios where sexual harassment at work may arise
Interviews with employees and management to understand past instances of sexual harassment cases
Evaluation of existing sexual harassment redressal mechanisms in the organisation
Understanding management stance on sexual harassment – is it consistent with the notion of the act
Methods for assessment of the skill-level of committee members
Checklists for conducting a compliance audit
How to write audit report
Suggested format for audit report


MODULE III: Creating and implementing an anti-sexual harassment policy & standard practices
Preparatory steps in implementation
Management and employee participation / inputs to identify the needs of the organization
Explaining reputational and other risks of non-compliance and onboarding relevant officers towards legal compliance and sensitization
Developing a uniform and consistent management stance on sexual harassment
Identifying risks and objectives of the organization
Drafting a need-based sexual-harassment prevention policy
Scope of a sexual harassment prevention policy and variations
Essential elements of a sexual harassment prevention policy
What constitutes Sexual harassment?
Is sexual harassment gender neutral?
Does the policy apply to situations not contemplated by the act
Complainant's rights and remedies available
Identifying whether the sexual harassment took place in the "workplace"
Checklist for drafting a custom-sexual harassment prevention policy
Drafting policies for specific cases and other related company policies
Implementation of a gender-neutral framework
Sexual harassment policies in schools and educational institutions
Sexual harassment policies for hospitals and medical institutions
Aligning other company policies to prevent sexual harassment
Dissemination and publicity of sexual harassment policy


MODULE IV: Sensitisation and training of employees
Knowledge components of a sensitization program - Any effective sensitization program for employees must have special information on the following topics:
What acts constitute sexual harassment?
What should you do in case you face sexual harassment? Steps for filing a complaint and reliefs.
Under which circumstances does the act accord protection to working women?
What should the defendant do in case of a complaint against him?
How to handle a complaint that is not genuine?
How should male and transgender employees deal with sexual harassment at workplace?
Implementation of workshops for sensitization
Planning a workshop
Simulation activities
How to communicate with the employees
Participative decision making at workshops
Modes of sensitisation - workshop, intranet or video-conferencing
Content generation for sensitization – case studies
Evaluation techniques and frequency
Provision of take-away information kit and sample presentations


MODULE V: Setting up ICC capacity building programs (for ICCs)
Constitution of ICC
Establishing ICC and selection of members
Identifying suitable external member of the ICC
Terms of engagement with external members
Challenges in creation of ICC
How to conduct meetings and hearings
ICC’s compliance obligations under the act
Compliance obligations of ICCs
Record keeping obligations
Maintenance of confidentiality
Implementation monitoring – how to ensure the organization complies with ICC’s recommendations
Employer’s duties with respect to ICC
Developing handbook for ICC members
Interface between the employer and ICC
Independence of ICC
Role of different organisational actors in tackling sexual harassment
Pre-complaint employee counselling
Creating an effective complaints mechanism


MODULE VI: Decision-making process by the ICC -
Procedure and timelines for the ICC to decide a sexual harassment complaint
Filing complaint
Reply by the accused
Settlement
Interim measures and how to identify appropriate interim measures
Enquiry process
Recommendation
Natural justice principles
Decision-making process
Notice for hearing
Oral hearing
Presentation of evidence
Recording the deposition of witness
Examination and Cross-examination
Inquiry-related powers
Powers as a Civil Court
Cooperation of employer
How to enforce attendance, issue summons and attachment
Guidelines on quantifying penalties
How to evaluate evidence
Final reliefs, how to write orders and reports
How to handle frivolous complaints
Handling sexual harassment complaints in government departments and public sector bodies


MODULE VII: Advanced topics in workplace diversity Gender Neutral Workplaces, Workplace Harassment and Ensuring Workplace Diversity
Framework for gender-neutral implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Workplace discrimination and harassment - Indian law and standards in government and private enterprises
International standards, best practices and laws
Voluntary systems to protect employees from workplace harassment and discrimination
The Expert's Toolkit
Sample settlement agreement
Sample decision of the ICC
Sample interim-decision of the ICC
Sample anti-sexual harassment policy
Sample anti-sexual harassment notice at workplace
Sample clause prohibiting sexual harassment in employment contract
Sample Annual Report by the ICC
Sample notice to accused to attend an ICC proceeding
Sample notice to a witness to attend an ICC proceeding / produce documents
Daily order sheet
Minutes of hearings in first hearing
Record of examination of witnesses
Production of new evidence/witnesses
Compliance check list for employer organizations
Capacity building plan for the members of the ICC
Format for FIR
Checklist for filing an FIR
Declaration to minimise risk of false complaint
Draft complaint against sexual harassment
Sample notice to employer to comply with the Anti-Sexual harassment Act
Important Government notifications related to sexual harassment