GRIEVANCE REDRESSAL POLICY

This Grievance Redressal Policy (“Policy”) is framed in accordance with the applicable labour laws of India, including the Industrial Disputes Act, 1947, the Shops and Establishments Acts of the relevant States, and other Applicable Law.

This Policy is adopted by {{f1_company_name}}, a company incorporated under the laws of India and having its registered office at {{f2_company_registered_address}} (“Company”), and shall apply to all employees of the Company, unless otherwise specified.

1. PURPOSE

1.1 The purpose of this Policy is to provide a transparent, fair, and effective mechanism for employees to raise grievances and for the Company to address and resolve such grievances in a timely manner.

2. APPLICABILITY

2.1 This Policy shall apply to all permanent, probationary, fixed-term, and confirmed employees of the Company.

2.2 Matters covered under specific statutory mechanisms, including POSH complaints, shall be governed by the respective policies and Applicable Law.

3. DEFINITION OF GRIEVANCE

3.1 A “Grievance” means any complaint, concern, or dissatisfaction arising out of employment, including but not limited to:

(a) working conditions;
(b) wages, salary, or benefits;
(c) leave, attendance, or working hours;
(d) behaviour or actions of supervisors or colleagues;
(e) disciplinary actions;
(f) discrimination or unfair treatment.

4. GUIDING PRINCIPLES

4.1 Grievances shall be addressed in a fair, impartial, confidential, and timely manner.

4.2 No employee shall be subjected to retaliation or victimisation for raising a grievance in good faith.

5. GRIEVANCE REDRESSAL MECHANISM

5.1 Level 1 – Immediate Reporting

(a) The aggrieved employee should first raise the grievance with his/her immediate reporting manager or supervisor, verbally or in writing.
(b) The reporting manager shall attempt to resolve the grievance within {{f3_level_1_resolution_period}}.

5.2 Level 2 – HR / Grievance Officer

(a) If the grievance is not resolved at Level 1, the employee may escalate the matter to the HR Department or the designated Grievance Officer.
(b) The grievance shall be submitted in writing, providing necessary details and supporting documents.
(c) The HR / Grievance Officer shall examine and endeavour to resolve the grievance within {{f4_level_2_resolution_period}}.

5.3 Level 3 – Management Review

(a) If the employee is not satisfied with the resolution at Level 2, the grievance may be escalated to senior management.
(b) The decision of senior management shall be final and binding, subject to Applicable Law.

6. GRIEVANCE OFFICER

6.1 The Company appoints the following person as the Grievance Officer:

Name: {{f5_grievance_officer_name}}
Designation: {{f6_designation}}
Email: {{f7_email_address}}
Address: {{f8_address}}

7. CONFIDENTIALITY

7.1 All grievances and related proceedings shall be treated as confidential to the extent possible.

7.2 Information shall be disclosed strictly on a need-to-know basis or as required under Applicable Law.

8. FALSE OR MALICIOUS COMPLAINTS

8.1 Any grievance found to be false, frivolous, or malicious may attract disciplinary action in accordance with Company policy.

9. RECORD KEEPING

9.1 Records of grievances and their resolutions shall be maintained by the Company in accordance with Applicable Law.

10. AMENDMENT OF POLICY

10.1 The Company reserves the right to amend, modify, or update this Policy at any time.

10.2 Any amendment shall be effective from the date of communication or publication.

11. GOVERNING LAW AND JURISDICTION

11.1 This Policy shall be governed by and construed in accordance with the laws of India.

11.2 The courts at {{f9_city}}, India, shall have exclusive jurisdiction, subject to arbitration where applicable.

12. ARBITRATION

12.1 Any dispute arising out of or in connection with this Policy shall be resolved by arbitration in accordance with the Arbitration and Conciliation Act, 1996.

12.2 The seat and venue of arbitration shall be {{f10_city}}, India.
12.3 The arbitration proceedings shall be conducted in the English language by a sole arbitrator appointed in accordance with the said Act.

13. ACKNOWLEDGEMENT

All employees are required to read, understand, and comply with this Policy.

For and on behalf of
{{f1_company_name}}

Authorized Signatory: _______________________
Name: {{f11_authorized_signatory_name}}
Designation: {{f12_authorized_signatory_designation}}
Date: {{f13_date}}

EMPLOYEE ACKNOWLEDGEMENT

Employee Name: {{f14_employee_name}}
Employee ID: {{f15_employee_id}}
Signature: _______________________
Date: {{f16_date}}

HARASSMENT PREVENTION / ANTI-HARASSMENT POLICY

This Harassment Prevention / Anti-Harassment Policy (“Policy”) is framed in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”), the rules made thereunder, the Constitution of India, and other Applicable Law.

This Policy is adopted by {{f1_company_name}}, a company incorporated under the laws of India and having its registered office at {{f2_company_registered_address}} (“Company”), and shall apply to all employees and persons associated with the Company.

1. PURPOSE

1.1 The purpose of this Policy is to provide a safe, respectful, and harassment-free workplace and to prevent, prohibit, and redress harassment, including sexual harassment, at the workplace.

1.2 The Company has zero tolerance towards harassment of any kind.

2. APPLICABILITY

2.1 This Policy shall apply to:

(a) all permanent, probationary, temporary, contractual, and fixed-term employees;
(b) interns, trainees, apprentices, consultants, and volunteers;
(c) directors, officers, and management;
(d) visitors, vendors, clients, and third parties interacting with employees.

2.2 This Policy shall apply to harassment occurring:

(a) at the workplace;
(b) during work-related travel;
(c) at Company-sponsored events;
(d) through electronic or digital means related to work.

3. DEFINITION OF HARASSMENT

3.1 “Harassment” includes any unwelcome conduct, act, behaviour, or communication that demeans, humiliates, intimidates, or creates a hostile work environment.

3.2 Harassment includes, but is not limited to:

(a) verbal harassment;
(b) physical harassment;
(c) visual harassment;
(d) psychological or emotional harassment;
(e) sexual harassment as defined under the POSH Act.

4. SEXUAL HARASSMENT

4.1 Sexual harassment includes any unwelcome act or behaviour, whether directly or by implication, such as:

(a) physical contact and advances;
(b) demand or request for sexual favours;
(c) making sexually coloured remarks;
(d) showing pornography;
(e) any other unwelcome physical, verbal, or non-verbal conduct of sexual nature.

4.2 Sexual harassment may occur irrespective of gender, designation, or seniority.

5. INTERNAL COMMITTEE (IC)

5.1 In compliance with the POSH Act, the Company constitutes an Internal Committee (“IC”) to receive and redress complaints of sexual harassment.

5.2 The Internal Committee shall consist of:

(a) Presiding Officer (a senior woman employee);
(b) at least two employee members committed to women’s causes or having legal/social experience;
(c) one external member from an NGO or association committed to women’s rights.

5.3 The details of the Internal Committee are as follows:

Presiding Officer: {{f3_presiding_officer_name}}
Members: {{f4_ic_member_details}}
External Member: {{f5_external_member_details}}
Contact Email: {{f6_ic_email_address}}

6. COMPLAINT MECHANISM

6.1 Any aggrieved woman may make a written complaint of sexual harassment to the Internal Committee within {{f7_complaint_filing_period}} from the date of incident, in accordance with the POSH Act.

6.2 Complaints may be submitted physically or electronically.

6.3 Where the aggrieved person is unable to make a complaint in writing, reasonable assistance shall be provided.

7. INQUIRY PROCESS

7.1 The Internal Committee shall conduct a fair, impartial, and confidential inquiry in accordance with the POSH Act and principles of natural justice.

7.2 Both parties shall be given an opportunity to be heard.

7.3 The inquiry shall be completed within the timelines prescribed under Applicable Law.

8. INTERIM RELIEF

8.1 During the pendency of the inquiry, the Internal Committee may recommend interim measures, including:

(a) transfer of the aggrieved person or respondent;
(b) grant of leave to the aggrieved person;
(c) restriction on interaction between parties.

9. ACTION AND PENALTIES

9.1 Where the allegation is proved, the Company shall take appropriate disciplinary action, which may include:

(a) written apology;
(b) warning or reprimand;
(c) deduction from salary;
(d) suspension;
(e) termination of employment;
(f) legal action, where applicable.

10. FALSE OR MALICIOUS COMPLAINTS

10.1 Malicious or knowingly false complaints may attract disciplinary action, in accordance with the POSH Act.

10.2 Mere inability to substantiate a complaint shall not be treated as malicious.

11. CONFIDENTIALITY

11.1 The contents of the complaint, inquiry proceedings, and recommendations shall be kept strictly confidential.

11.2 Breach of confidentiality shall attract disciplinary action and penalties under Applicable Law.

12. PROTECTION AGAINST RETALIATION

12.1 The Company strictly prohibits retaliation against any person who files a complaint or participates in an inquiry in good faith.

13. AWARENESS AND TRAINING

13.1 The Company shall organize awareness programmes and training sessions to sensitize employees on harassment prevention and POSH compliance.

14. GOVERNING LAW AND JURISDICTION

14.1 This Policy shall be governed by and construed in accordance with the laws of India.

14.2 Courts at {{f8_city}}, India, shall have exclusive jurisdiction, subject to arbitration where applicable.

15. ARBITRATION

15.1 Any dispute arising out of or in connection with this Policy shall be resolved by arbitration in accordance with the Arbitration and Conciliation Act, 1996.

15.2 The seat and venue of arbitration shall be {{f9_city}}, India, and the proceedings shall be conducted in the English language by a sole arbitrator appointed in accordance with the said Act.

16. AMENDMENT OF POLICY

16.1 The Company reserves the right to amend, modify, or update this Policy at any time in accordance with Applicable Law.

17. ACKNOWLEDGEMENT

All employees are required to read, understand, and comply with this Policy.

For and on behalf of
{{f1_company_name}}

Authorized Signatory: _______________________
Name: {{f10_authorized_signatory_name}}
Designation: {{f11_authorized_signatory_designation}}
Date: {{f12_date}}

EMPLOYEE ACKNOWLEDGEMENT

Employee Name: {{f13_employee_name}}
Employee ID: {{f14_employee_id}}
Signature: _______________________
Date: {{f15_date}}

Grievance Redressal Policy

Input Values

Preview