The Supreme Court has instructed a Vice-Chancellor (VC) of a university in West Bengal to disclose an alleged sexual harassment case in his professional resume, even though the complaint was dismissed for being filed beyond the permissible time limit.
The controversy originated when a faculty member accused the VC of repeated unwelcome advances and threats dating back to 2019. The formal complaint was submitted to the university’s Local Complaints Committee (LCC) in December 2023. However, the LCC rejected the case, explaining that the last alleged incident occurred in April 2023, and thus the complaint did not meet the time constraints stipulated under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act).
The matter was further challenged in the Calcutta High Court, which upheld the LCC’s ruling. Ultimately, the Supreme Court agreed that while the complaint could not be adjudicated due to procedural time limits, the seriousness of the allegation merited acknowledgment. The Court remarked that although one may choose to forgive misconduct, it is important not to erase the memory of the wrongdoing.
To maintain transparency and accountability, the Supreme Court directed that details of the dismissed complaint be incorporated into the VC’s resume. This unusual order aims to ensure that the allegation remains a matter of public record and serves as a caution to institutions and individuals alike. Additionally, the Court mandated that the VC personally verify compliance with the directive.
This ruling has raised broader discussions regarding the effectiveness and limitations of the existing POSH Act framework, especially when serious complaints are rendered ineffective due to time restrictions. Legal experts and advocates for women’s rights have largely welcomed the verdict, seeing it as an important step toward reinforcing institutional responsibility and individual accountability.
The Supreme Court’s decision highlights a commitment to safeguarding ethical standards and preventing serious allegations from being ignored simply due to procedural technicalities. It also underscores the need for further reforms to address systemic gaps in protecting employees from workplace harassment.
