Staff Grievance Redressal Policy

The Staff Grievance Resolution Policy is to guide, and steer all concerned for the fair and equitable resolution of concerns related to terms or conditions of employment that are not resolved to the staff member's satisfaction within the administrative unit.

Definition

A staff grievance is defined as an unresolved issue concerning the application of Institute policy, practice, or procedure affecting employee's official terms and conditions as perceived by him/her.

Scope

This policy will be applicable for all staff members of the Institute currently employed.

Statement of Rights:

All grievances are treated confidentially by Grievance Resolution Cell (GRC)'s Office.
In case it becomes necessary to consult other individuals to obtain further information pertinent to the grievance, the grievant and respondent may be notified based on the assessment of GRC.
In cases where the information contains confidential material and/or data that is not relevant to the grievance, GRC will provide the parties involved with a written statement of the relevant information in order to maintain confidentiality.
In the event a grievant has concerns as to whether all relevant material has been provided, the grievant may request in writing that one of the Institute's designated Resource Offices review the materials to ensure that all relevant materials have been made available to the panel.
No staff member will be reprimanded, harassed, retaliated against, discriminated against, or adversely treated for using Staff Grievance Procedure. Any such behaviour will be treated as a serious offence and will invite penal action.

Administration Staff Grievance Redressal Committee:

Name	Position
MD/AMD/ EVP	Chairperson
Director General	Member
Director	Member
HOD/ Functional Head	Member

Key Points:

• The GRC Chairperson would include other members based on the type and sensitivity of the grievance.
• In case the complainant happens to be a female and type of complaint doesn't fall in the category that need to be addressed by Women Grievance Cell then it would be mandatory for GRC to have at least one female member.

GRC Responsibilities:

Discuss concerns with the staff member and/or supervisor (Senior officer).
Assist the staff member and/or supervisor in clarifying, facts, issues and concerns.
Inform the staff member and/or supervisor of Institute policy and procedures relevant to the situation.
Inform the staff member and/or supervisor of their rights, responsibilities, and relevant time frames.
Serve as facilitators in discussions between the staff member and supervisor or other departmental/division representative.
Make suggestions for possible resolutions to the situation.
Investigate or coordinate the investigation of all issues relating to the grievance.
Monitor implementation of agreed resolutions and/or Managing Director's decision.

Time Frames:

All time frames indicated in the procedure are computed in working days.
All parties involved in the grievance must adhere to the time frames specified in the procedure unless the GRC has granted a waiver of that time frame.
Requests for extensions should be submitted, in writing, to the Chairperson of the GRC panel (MD/AMD) prior to the scheduled date of the hearing.
The panel hearing will normally be held within thirty (30) working days of the initiation the request for a panel hearing.