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Grievance Redressal Procedure Objective

The grievance redressal procedure has the following objectives: [1] To facilitate open discussion of work-related employee grievances in a fair and just manner according to company policies. [2] It applies to grievances arising from implementation of ITC's sustainability policies for management staff and office associates. [3] The process encourages first discussing grievances with immediate supervisors but allows employees to submit a formal grievance form if unresolved to be addressed within set timelines by increasing levels of HR and management until a resolution is reached or the company response is finalized.

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Rakesh Jhunjhunwalla
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730 views2 pages

Grievance Redressal Procedure Objective

The grievance redressal procedure has the following objectives: [1] To facilitate open discussion of work-related employee grievances in a fair and just manner according to company policies. [2] It applies to grievances arising from implementation of ITC's sustainability policies for management staff and office associates. [3] The process encourages first discussing grievances with immediate supervisors but allows employees to submit a formal grievance form if unresolved to be addressed within set timelines by increasing levels of HR and management until a resolution is reached or the company response is finalized.

Uploaded by

Rakesh Jhunjhunwalla
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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GRIEVANCE REDRESSAL PROCEDURE

Objective
Facilitate open and structured discussion on employees’ work related grievances with
the intent of ensuring that the grievance is dealt with in a fair and just manner whilst
being in compliance with the Company’s policies.
Applicability:
This Procedure applies to grievances that arise out of the implementation of ITC’s
Sustainability Policies relevant to the management staff and office associates of ITC
Limited (“employee”).
Process:

· ITC’s open door practices encourage an amicable resolution of grievances.


Employees should first discuss the grievance with their immediate reporting
authority and attempt to arrive at a resolution.

· If such a discussion is not appropriate under the circumstances or if the


discussion does not result in a mutually agreeable resolution of the grievance,
then the employee should fill in the Grievance Redressal Form and submit it to
their Second Appraiser with a copy to the HR Manager concerned.

· The employee must include as much information about the grievance in the
Grievance Redressal Form as possible, including the following:

o Nature of the grievance;

o Date(s) the grievance arose;


o Identities of the employees involved, if any, against whom the grievance is
raised;
o Description of any documents relating to the grievance or that may aid in
the resolution of the grievance;
o Suggested resolution—employees are encouraged to suggest a feasible
resolution.

· The Grievance Redressal Form should be submitted within 30 days of being


aggrieved.

· Within ten days of receipt of the Grievance Redressal Form, the Second
Appraiser and the HR Manager concerned will review the grievance and
schedule a meeting with the employee to discuss it. The HR Manager
concerned shall keep all relevant persons appraised of the proceedings.

1
· The Second Appraiser and the HR Manager concerned will suggest a resolution
of the grievance to the employee and fill it in the Grievance Redressal Form. If
the resolution is acceptable to the employee, then the same will be noted in the
Grievance Redressal Form and the grievance will be considered to have been
resolved.

· If the employee is not satisfied with the resolution so suggested, then the HR
Manager concerned shall escalate the grievance to the HR head of the
Division/Unit/SBU concerned. For Divisions/SBUs where the HR Manager and
the HR Head is one and the same person, the grievance should be escalated
to the Division/SBU Head.

· With fourteen days of escalation, the HR /Division/SBU Head will have a


meeting with the employee to discuss the same. Within fourteen days of such
meeting, the HR /Division/SBU Head will record a written response in the
Grievance Redressal Form, which will be the final response from the Company
regarding the grievance.

Salient features:
All information disclosed during this process will be kept confidential.
This Procedure is intended to encourage and enable employees to raise bonafide
concerns. No employee who raises a grievance shall suffer any harassment,
retaliation or adverse employment condition as a consequence of such raising. Any
employee who retaliates against a person raising a grievance will be subject to
disciplinary proceedings, which may extend to termination of employment.
Employees must act in good faith and have reasonable grounds for forming a belief
that their grievance is valid.

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