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.
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.
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.
The policy extends to every employee of “Name of the Company” irrespective of the post or rank.
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.
Any employee filing complaint against grievances can
The person who is the subject of the complaint has the right to
The company is required to
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.
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