Grievance Redressal Cell

A grievance redressal system is a process to address employee grievances, and it can be defined as a mechanism that enables employees to communicate their concerns to management. The grievance redressal system helps in resolving employees’ grievances in a formal manner which may be between an employee to employee or either between employee and management.
For an organization to function effectively, it is important that the employees are satisfied and happy about their job. Upon dissatisfaction with the response they receive, they can go higher up the chain until they finally reach someone who will listen to them.
The grievance redressal system provides a fair and transparent process for resolving employee complaints. It ensures that all employees are treated equally and fairly, regardless of their position or seniority. The system is implemented through various policies and procedures designed to ensure that grievances are handled fairly and impartially, without bias towards anyone involved in the process.

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Grievance Redressal Mechanism

The 7 Key Points of a Good Grievance Redressal System:           

1. Document the issue/complaint: The employee should make an initial effort to resolve the grievance with their immediate supervisor. The first step is to write a letter to the grievance redressal committee/concerned department head/supervisor containing all relevant details of the issue. The supervisor’s decision is final unless it is unreasonable, arbitrary, or irrational.
2. Problem identification: A supervisor should identify the problem and assess the situation.
3. Collecting the information: When the problem has been identified, the supervisor should collect all relevant information about the grievance before developing a plan of action.
4. Analyze: To find the root of the problem, the supervisor must study various aspects such as the employee’s history, frequency of occurrences and management practices.
5. Decision making & Implementation: The management work out several alternative courses of action, and the consequences of each course on the employee and the administration are evaluated. A final decision is reached based on which course of action will benefit all parties concerned and is implemented.
6. Take action: If a grievance refers to a higher authority under this procedure and the outcome does not meet their expectations, both parties can agree to appoint an arbitrator.

 

 

1. Functions of cell:   

 

1. To solve the student’s grievance this may relate to the assessment/ victimization/attendance/harassment by colleague students or by teachers etc.
2. To look into issues related to the faculty arising out of their employment.
3. Time bound response to address the grievance brought to the committee notice.
4. To monitor status and progress of the grievance redressal and shall furnish the report on the status of the grievance redressal to the principal giving its recommendations.
5. Providing comfortable environment and guarantee of confidentiality to the Parents to discuss personal issues of the students according to their wish.

 

2.    Facilities of the cell: 

 

Counselling and mentoring system develops a professional relationship between mentor and mentees that empowers the student in achieving his/her goals. Counselling should be done to students separately ensuring without affecting the inner feelings and self-respect of the mentees. In this context, there is a separate cell for counselling and resolving student’s grievances.

• Counselling Room
• Suggestion /Complaint box
• Complaint form of grievance committee

3.  Management of the cell:

Management mentorship programs are procedures that help professionals adjust to their new positions in leadership.The programs pair recently promoted employees with experienced managers who can provide guidance on making decisions, supervising teams, and spearheading projects. The purpose of management mentorship is to ease the transition from a lower-level role to a higher-level role. New managers, or mentees, can develop their leadership skills and receive support as they grow accustomed to their extra responsibilities. They can also increase the confidence that can enable them to be successful in management.

 

• Outline goals for the program
• Deliver resources for the mentorship.
• Schedule follow-up meetings.

Grievance Redressal Committee

Mechanism of solving grievance

1. A student/staff/faculty with a grievance can submit their grievance to one of the committee member’s orally/in written/in drop boxes available at various locations in the campus.
2. The committee member will forward it to the grievance cell coordinator.
3. Grievance cell coordinator will call for a committee meeting on the issue received. Based on the root cause of the issue, the genuinely of the grievance will be known before proceeding further in solving the grievance.
4. Depending on the issue, a specific time frame will be decided to solve the issue.
5. Committee member will process the issue and see that an acceptable/amicable solution is provided.
6. Report on the grievance will be submitted to the principal.