Grievance Policy and Resolution
1. PREAMBLE
The company is committed to providing fair and equitable work opportunities to all its employees for their all-round development and is in line with the company’s Equal Employment Opportunity policy.
The Grievance Redressal Policy is to provide employees with a framework for settlement of individual grievances.
For the purpose of the policy, grievance means individual grievances and includes all matters but excludes the following:
- Terms of appointment/employment settled and agreed upon prior to joining.
- Annual performance appraisal/confirmation process.
- Grievances arising out of disciplinary action.
- Grievances arising out of termination or dismissal.
- A grievance already settled during last six months.
2. OBJECTIVE
The objectives of the Grievance Redressal Policy will be:
- To settle grievances of the employees in shortest possible time;
- At lowest possible level of authority; and
- To provide for various stages so that the aggrieved employees derive satisfaction of seeking redressal, if required, even from the highest level of the authority.
It is essential to evaluate whether the educational goals and standards of the lessons are being met.
Asking students to demonstrate their understanding of the subject matter is critical to the learning process; so that their potential is examined. Today’s students need to know not only the basic reading and arithmetic skills, but also skills that will allow them to face a world that is continually changing.
We are in the process of scrutinizing the assessment criteria for the same and will be coming up with quality assessments targeted especially for College-going students.
THE ROLE OF THE HUMAN RESOURCES DEPARTMENT (HRD)
The role of the HRD in the operation of this procedure is to provide assistance and guidance to all employees but primarily to departments head interpretation and application.
HRD shall maintain a record of all grievances referred to the grievance resolution committee, number of grievances settled/pending and submit a report to the senior management on annual basis.
SCOPE
Grievance is defined as any kind of dissatisfaction arising out of an action or lack of it which needs to be addressed to enable the employee function efficiently and effectively. Broadly, it can be stated to any discontent or dissatisfaction with any aspect of the organization.
An employee may raise a complaint under this policy, regarding any matter relating to their employment. This can include the following but is not limited to those listed below:
- Duties of their post.
- Locally agreed terms and conditions of employment.
- Working conditions and environment.
- Any instance of workplace harassment.
Grievances will be treated with utmost confidentiality and sensitivity. As much as possible, the grievances should be discussed mutually with the person; the employee has a complaint with. Further, all efforts should be made to resolve the matter mutually without any external intervention. The intent is to promote healthy working relationships and supervisory practices.
PROCEDURE
A. Informal Stage:
The employee should, in the first instance, raise the grievance verbally and with their Head of department. In lack of a satisfactory response, the grievance can be escalated to Director with information to HR Head.
In absence of successful resolution of the grievance through discussion, a formal written complaint can be filed to Grievance Resolution Committee as the case may be copying the Head HR.
B. Formal Stage:
Stage 1:
Where this is not successful in resolving the grievance, the written complaint/grievance letter must be forwarded to Grievance Resolution Committee within 14 working days of the matter first being raised at informal stage.
Grievance Resolution Committee and its role:
Grievance Resolution Committee will receive all formal complaints on behalf of the organization.
It will comprise of:
a) Director
b) Chief Operating Officer
c) Head of Finance
d) Head of HR
d) Any one Centre Head of another centre (As nominated)
An investigation undertaken by Committee will be in accordance with the principles of natural justice and will be undertaken confidentially and as expeditiously as possible with great sensitivity. The committee will submit the report along with its recommendations to the Director in 14 working days. Any delay in completion of the investigation needs to be suitably justified.
If there is no resolution of the matter to the satisfaction of both parties, the grievance will progress to Stage 2.
Stage 2:
The Chief Operating officer will take a decision and communicate the same within 14 working days from the receipt of the appeal and his decision will be final and binding on all the parties.
Improper Complaints:
This policy shall not be used to bring frivolous or malicious complaints against anyone. Making a knowingly false complaint subjects the complainant to disciplinary or corrective action.
However, if a legitimate concern has been raised in good faith and an investigation finds the concern to be unfounded, no action will be taken.
PRESERVATION OF RIGHTS
Nothing in this procedure will in any way detract from, or impinge upon, an individual’s statutory rights.