What is the Grievance Redressal Policy?

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Not every employee is the same in the organization. While some employees will be delighted, some may have grievances and disputes. Grievance Redressal manages employee dissatisfaction or complaints (e.g., favoritism, workplace harassment, or wage cuts).

By establishing formal grievance handling procedures, you provide a safe environment for your employees to raise their concerns. The Grievance Redressal policy holds the process by which the employees can report such complications in order to receive a proper solution. Following the procedure and arriving at an appropriate solution helps maintain a healthy working environment. In the era where employees are considered an asset of the organization, having a Grievance Redressal policy helps decrease the turnover ratio of the employees.

As an employer, it is best to manage grievances in a well-meaning and supportive way to avert unnecessary escalation and negative feelings. The grievance handling policy allows you to determine and address unacceptable or unlawful practices. Get a pre-formulated and easily configured grievance policy in our Grievance Policy Template.

The following points are described under this sample policy:

• How employees can beneficially voice their complaints.
• The nature of complaints that are included in the definition of a grievance.
• The process through which the employee can file a grievance.
• The rights and responsibilities of the employee who is filing the grievance.
• The rights of the employee against whom such grievance is filed.
• The role of the company in solving such grievances.

Employee Grievance Policy Sample

According to section 9C of the Industrial Disputes Act, 1947 of India, it is mandatory to form a Grievance Redressal Committee (GRC) in an organization having at least 20 employees, to resolve any conflicts/disputes between employees.

Purpose

Satisfaction and engagement between employees are of extreme priority for “Name of the Company”. The primary purpose of this grievance redressal policy is to give employees the right to voice out their complaints.

For a beneficial and comfortable work environment for everyone, “Name of the Company” encourages employees to discuss their problems through a transparent grievance process.

Scope

The policy extends to every employee of “Name of the Company” irrespective of the post or rank.

Definition

An employee grievance is a problem or complaint regarding the work, company culture, or colleagues, including their management. Any communication for the purpose of gaining clarification is not included in the grievance redressal process.

Employee grievance includes issues such as harassment, health, employee behavior, etc.

Rights and Responsibilities

Any employee filing complaint against grievances can

• contact their immediate supervisor or HR department.
• submit an application describing the circumstances in detail
• file a plea against any formal decision.

The person who is the subject of the complaint has the right to

• receive a copy of the accusations.
• appeal on any formal decision.

The company is required to

• Organize a structured grievance process.
• Analyze without bias.
• Treat all employees equally.
• Preserve anonymity.
• Establish a secure working environment

Procedure

Report to the Immediate Superior/“Job Title”

The superior or “Job Title” should be reported first. They should try to address the situation and convey it to the employee within “Number of days” business days.

Report to the HR Head

If the supervisor or “Job Title” are unable to fix the dispute, the case should be transferred to the HR head. It is the HR Head’s responsibility to gather all information and conduct an investigation.

If the situation involves Sexual Misconduct or Theft, the employee has the option to file a complaint outside of the company.

On receiving the complaint, the company shall

• Request the employee to complete the grievance form.
• Analyze the matter clearly by discussing it with the victim.
• Send a copy of the charges to the accused employee.
• Interrogate without bias.
• Keep all of the employees involved up to date.
• Take corrective measures.
• Extra information should be acquired, and more inquiry should be conducted in the case of an appeal.
• Keep a record of the same.