Scope:

This policy applies to all employees of the company, including full-time, part-time, temporary, and contract workers.

Informal Resolution:

a. Open Communication: 

Employees are encouraged to address their concerns or grievances through open and respectful communication with their immediate supervisor or manager.

b. Mediation: 

If the issue cannot be resolved through informal communication, employees may request mediation by a neutral third party, such as an HR representative or designated mediator, to facilitate a resolution.

Formal Grievance Procedure:

a. Written Complaint: 

If the issue remains unresolved after attempts at informal resolution, the employee may submit a written complaint to the HR department and email a formal complaint at HR DEPARTMENT. The complaint should include a detailed description of the grievance, individuals involved, dates, and any supporting evidence or documentation.

b. Confidentiality and Non-Retaliation: 

All complaints will be treated with confidentiality to the extent possible, and no employee will face retaliation for filing a grievance in good faith.

c. Investigation: 

The HR department will conduct a thorough and impartial investigation into the complaint, including interviewing relevant parties and gathering evidence as necessary. The investigation will be completed promptly and with due diligence.

d. Resolution: 

Once the investigation is concluded, the HR department will communicate the findings and resolution to the employee who filed the grievance. Appropriate actions will be taken, which may include corrective measures, disciplinary actions, or policy changes, as deemed necessary.

5. Escalation:

a. Appeal: 

If the employee is dissatisfied with the resolution provided, they may submit an appeal in writing to a higher level of management or an appointed grievance committee within a specified time frame. The appeal should outline the reasons for the dissatisfaction and any additional evidence or information.

b. Review and Final Decision: 

The higher level of management or grievance committee will review the appeal, conduct any necessary additional investigations, and make a final decision. The decision will be communicated to the employee in writing.

6. Reporting to External Authorities:

In situations involving unlawful conduct, discrimination, harassment, or other violations of applicable laws, employer has the right to report their concerns to external authorities

7. Protection of Rights and Confidentiality:

The company will ensure that employees' rights are protected throughout the grievance process, and confidentiality will be maintained to the extent possible. Information related to the grievance will be shared on a need-to-know basis to conduct a fair investigation and resolution.

8. Retention of Records:

Records of grievances, investigations, and resolutions will be retained in accordance with legal requirements and company policies.

9. Non-Retaliation:

Any form of retaliation against employees who participate in the grievance process, whether as complainants or witnesses, is strictly prohibited and will be subject to disciplinary action.

10. Communication:

The HR department will communicate this policy to all employees, ensuring they understand the procedures, rights, and protections outlined in the Employee Grievance and Complaint Policy.