Grievence Handling procedure

In our organization, following is the "grievence handling procedure" as per company policy:- Informal / direct Approach If one feels comfortable telling the person who is the cause of the grievance then he / she is encouraged to approach the person responsible to discuss the issue(one on one meeting).If it is resolved amiacably, it is the best, other wise speak with a Grievance Contact Officer or your direct supervisor/manager. If you do not feel comfortable approaching these people, you will be advised to approach your Supervisor first and if he / she is unable to resolve then Human Resource Manger, Group HR Manager is being involved . If it is still not resolved then HE will let you know the formal procedure after listenening to the grievance. HR will first call the other person & tries to amicably resolve the issue. In case it is still unresolved he/ she by providing you information on what steps are taken if a "formal complaint" is required with available options. Follow options provided by Grievance Contact Officer / HR Manager Maintan a record of discussions and review outcome after (normally 2-3 days). Making a formal Complaint Formal complaint procedure Complete the Formal Complaint Form and discuss / Interview the complainant and explain the possible outcomes of making a formal complaint. Interview the respondent (employee whom the complaint has been made against) to hear his / her explanation. Interview any witnesses and the Supervisor of the Respondent. Discuss the outcome of the interviews involving the respondent and witnesses with the Complainant If there was sufficient evidence to prove the complaint, decide on which disciplinary procedure is to be followed. Same way, if there's sufficient evidence to prove otherwise, close down the issue and the record is placed in the concerned confidential personnel files. Unresolved Complaints and Appeals If you feel that the grievance procedure has not been followed properly, or that the outcome is unacceptable to you, you may also appeal directly to the CEO Review the way the complaint was handled and examine the outcome. Was the complaint handled properly? Advise the complainant and no further action will be taken. If it is deemed that the outcome was inappropriate, arrange for the complaint to be looked at again by someone appointed by CEO. Maintain all the record & correspondances in the personal files.