Grievance may have some basis in fact, may be a distortion of facts or be a figment of someone’s imagination. In any event, they must be dealt with in a systematic manner. Prompt handlings of employee’s grievance are essential for maintaining a contented employee group. While no simplified formula exists, for the reduction of the number of grievances, the following are the reasons to set up Grievance Settlement Procedure
The objective of the Grievance Procedure is to settle grievances as far as possible at the first supervisory level, or if proceeded further, as quickly and in as fair a manner as possible.
An employee is expected to resort to the grievance procedure immediately on its occurrence and to this extent any grievance which more than 30 days may not be entertained. Grievance can be raised by an employee via written compliant, E-Mail, Verbal communication etc. Employees in case of Grievance are expected to raise the same to HR-Representative.
Every branch is assigned with respective HR-Representative (New entrant can refer ‘Know Your HR’ displayed in branch notice board). HR-Representative’s contact details will be displayed in the branch notice board. HR-Representatives can be contacted for any grievances, issues, clarifications queries etc. HR-Representatives will educate the employees on their unclarified areas through appropriate action mentioned in the above flowchart.
Since Grievance settlement procedure is formulated for employee issue redressal therefore, any grievance related to annual appraisal or arising after disciplinary proceedings will not be resolved in this procedure.
Cases not covered by or requiring relaxation of these rules or where doubt has arisen regarding the interpretation thereof shall be referred to firstname.lastname@example.org and HR shall consider each case on its merit and submit it to the HOD/COO whose decision in such cases shall be final.