Justice Hidayatullah International Moot Court Competition 2025

The HIMCC 2025 is back for its second edition at Hidayatullah National Law University (HNLU), Raipur. Scheduled from March 19 to March 24, 2025, this international moot promises to be bigger, better, and more competitive than ever.

About HIMCC
Launched in 2024, the HIMCC 2025 elevated HNLU’s reputation on the global stage by introducing a platform for international teams to compete with the best legal minds in India. The event reflects HNLU’s commitment to fostering academic excellence and innovation in legal education.

This year’s moot court problem revolves around recognition and enforcement of arbitral awards under the New York Convention, addressing complex issues in international commercial arbitration and technology law.


Key Highlights of HIMCC 2025:

  1. Global Participation: Law schools from around the world will join leading Indian institutions.
  2. Esteemed Judges: Panels include sitting judges of the High Court of Chhattisgarh, renowned academicians, and top-tier legal practitioners.
  3. High Stakes Rewards:
    • Winner: INR 2,00,000 + Trophy
    • Runners-up: INR 1,50,000
    • Best Memorial: INR 75,000
    • Best Speaker: INR 75,000
    • Best Researcher: INR 50,000

Venue and Format:

  • Mode: Physical
  • Location: HNLU Campus, Raipur, equipped with state-of-the-art facilities, including a master moot court hall and a 350-seater auditorium for the grand finale.
  • Accommodation: Teams opting for accommodation will be housed in HNLU hostels with meals provided.

Competition Structure:

  1. Rounds:
    • Preliminary
    • Advanced (Quarterfinals, Semifinals, and Finals)
  2. Memorial Submission:
    • Memorials must follow the 21st Edition of Bluebook Citation Rules.
    • Submission in both soft and hard copies is mandatory.
  3. Time Allocations:
    • Preliminary Rounds: 30 minutes per team (5 minutes for rebuttal/sur-rebuttal).
    • Advanced Rounds: 45 minutes per team.

Timeline:

  • Registration Opens: January 2025
  • Competition Dates: March 19–24, 2025
  • Registration Fees:
    • Without accommodation: INR 9,000
    • With accommodation: INR 12,000

How to Register:

  • Teams must submit the following:
    • Payment receipt
    • Approval letter from their institution
    • Valid student ID
    • For international teams, a copy of the passport
  • Scan the QR Code in the brochure or use the registration link.

Why Participate?
HIMCC 2025 offers a chance to:

  • Sharpen your advocacy skills.
  • Network with peers and legal experts.
  • Gain insights into global legal systems.
  • Experience a competitive, yet collaborative environment.

Don’t miss the opportunity to be part of a transformative experience. Join the 2nd Justice Hidayatullah International Moot Court Competition at HNLU and leave your mark on the global legal stage!


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Sexual Harassment in Indian Educational Workplaces: Legal Framework & Institutional Reforms

Introduction

Sexual harassment is a symptom of strained personal connections. It is not only a breach of human decency, access to social welfare, and fairness guaranteed by all social systems but also a violation of the human right to life and peaceful relationships as granted by law. Although sexual harassment in educational institutions has received some publicity in cultural and legal circles over the past few decades—such as the passage of the Sexual Harassment Act of 2013—the causes and effects of sexual harassment in workplaces have received less recognition.

This article provides insight into the sexual harassment issues encountered by students and professors in Indian schools and universities. These issues significantly impact women seeking better employment opportunities and girls pursuing education in a developing economy. The focus of this article is to examine the behavior of assaulters, who may be employers or employees of academic institutions, and to explore how to resolve victims’ complaints quickly yet fairly. When a woman who has been sexually harassed speaks out against unjust treatment, the integrity and stability of the academic system can be severely harmed and polluted.

The intensity of the effects faced by young women and lecturers subjected to abuse, especially given the fiduciary relationship between the aggrieved woman and the offender during their time in educational establishments, makes this issue both relevant and important. Recognizing what constitutes sexual harassment, how to address it, and how to prevent it in educational institutions is critical for administrators, employees, students, and their families. It is long overdue for each educational establishment to design and implement an effective grievance redressal mechanism to address the problem promptly.

Legal Consequences of Sexual Harassment in India

Sexual harassment is psychologically harmful and creates an unpleasant and inefficient work environment. It is usually classified into two categories: quid pro quo and hostile work environment.

  1. Quid pro quo refers to inappropriate behaviour when a colleague, manager, or supervisor seeks physical favours in return for job-related benefits and threatens employees with severe consequences if such demands are not met.
  2. Hostile work environment occurs when a colleague, supervisor, or superior engages in physical or verbal actions that interfere with another person’s ability to work or create a workplace culture that is oppressive, aggressive, inflammatory, or embarrassing, thereby violating personal integrity.

Sexual assault has long been acknowledged as one of the most terrifying and offensive acts of abuse. The landmark case Vishaka vs. State of Rajasthan (1997) established workplace sexual harassment as a violation of human rights. The Supreme Court’s ruling laid out guidelines for implementing basic human rights for women through preventive measures, protective mechanisms, and retributive justice. It mandated that the government, public sector, and other entities establish grievance redressal mechanisms.

The court also cited the United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), adopted in 1979, and ruled that in the absence of explicit legislation, international laws could fill the gap to protect fundamental civil rights in India. Until the Vishaka ruling, India lacked specific legislation addressing sexual harassment. Provisions such as Sections 354 (outraging a woman’s modesty), 375 (rape), and 509 (intending to insult a woman’s modesty) of the Indian Penal Code, 1860, were insufficient to address and reduce instances of sexual harassment.

Sexual harassment violates a woman’s fundamental right to equality under Article 14 of the Indian Constitution and her right to liberty and dignity under Article 21, which includes the right to a harassment-free workplace. Several Supreme Court cases interpreting these articles have emphasized the right to a dignified existence guaranteed by Article 21.

It took 16 years for Indian lawmakers to enact legislation that provides a comprehensive framework for addressing complaints of sexual harassment. The law also ensures women’s rights are protected. In Bangladesh National Women Lawyers Association vs. Government of Bangladesh (2009), the Bangladesh High Court cited instances of sexual harassment of female teachers and students in educational institutions and specifically noted that the regulations from the Vishaka case could apply to academic institutions as well as workplaces.

Conclusion

Sexual harassment of women is a global issue whose severity is felt by all parties involved. To combat harassment, countries have adopted various legal strategies. With the enactment of India’s law on workplace safety for women, which includes rigorous guidelines for prevention and protection, every woman—whether a student, non-academic staff, or educator—must be safeguarded from sexual misconduct, threats of violence, and exploitation while associated with university premises. Our goal should be to create a society where every woman is free from sexual harassment and has the liberty to work in an environment free of such misconduct in any form.


Riya Majumder (CMR Law School – 5th Year )

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