Definition:
Yaldram’s grievance procedure is generally designed for the annoyed employees who feel their rights have been violated by an organization, or that he or she is adversely affected by the misinterpretation or misapplication of the written company policy or collectively bargained agreement. To address these sort of complaints, a code of conduct is adopted by the organization through which the employee could register his or her complaint.
The grievance procedure actually provides resolution for an internal dispute within the organization, and by which the grievance of the employee is addressed. Grievance processes may differ somewhat from employer to employer and under various collective bargaining agreements. However, most will have certain general processes in common.
Scope:
• The grievance procedure applies to all employees of Yaldram organization including the CEO and the Directors.
• The grievance procedure is designed to resolve any matter concerning work, behavior of the employers or environmental violation issues.
• Yaldram’s grievance procedure also applies to humanitarian issues, and in this regard it monitors the following:
I. Any case dealt in accordance with disciplinary procedure.
II. Issues related to salaries and promotion of employees.
III. Rules of pension scheme.
Third Party Grievances;
For the individual member of public who feels affected or threatened to be affected by the company’s employers or procedures, the company has a policy through which the person can file their grievance. The person can file their grievance through following mechanism;
I. Through email.
II. Through Hotline which is available 24 hours. (Also direct line number to HR Manager is available.)
III. Through a nearby Letter Box.
Yaldram also takes into consideration the Environment Health Safety of its business and its impact on the environment which ay effect any member of society. We value Human Rights and are accountable of our actions responsible for violating Human Rights.
Who can file a grievance?
Any member of the civil society and general public can lodge a complaint of grievance through the following methods;
• Email
• Hotline
• Letter to management
• Letter box
*Email: grievances@yaldram.com
Hotline: +92-51-281-4042
Resolving the grievance;
Once the complaint is reported following steps will be taken:
Stage 1:
• The complaint will be investigated by the HR manager of the company initially, including a meeting with the employee against whom the complaint has been reported. Witnesses would be gathered if needed, and a written statement would be recorded.
• Grievances would be addressed in the presence of all the affected parties.
• Within 10 working days of the grievance being reported, HR Manager in consultation with General Manager will first try to resolve the issue informally, i.e. they could meet face-to-face or discuss on telephone. If the matter doesn’t seems to resolve informally, it would be escalated to the next stage.
Stage 2:
The issue is now discussed formally among the higher authorities of the organization, by organizing meetings with the parties involved in the matter, and if it still not resolved to the satisfaction of the grieved, the matter could be forwarded to the legal body of the organization.
It must be noted that Yaldram respects the involvement of an ‘external investigator’ if the grievance could not be solved within the organization. The authority will fully cooperate with the external investigator while maintaining the confidentiality among the complainant, Yaldram, and the external investigator.*
*the external investigator refers to an impartial body of investigators. In case of Yaldram, the organization may invlve the following external investigators;
I. Police Department.
II. National Accountability Beaureu.
III. Judicial authority.
Non-Retaliation:
Any member affected in any way during the grievance procedure of the organization have a right to file what they believe to be a legitimate grievance without fear of retaliation of any kind. Any sort of retaliation or intimidation against the Grievant would not be tolerated by the organization. The person who attempts to do so will be subjected to a disciplinary action.
Confidentiality:
The procedure considers the grievance/complaint to be highly confidential among the people who are only directly involved in the process. No information shall be disclosed to any external investigator without the consent of the person who filed the grievance, and he would be dealt impartially.
Taking Disciplinary Measure:
All employees are expected to meet performance standards and behave appropriately in the workplace. Disciplinary or corrective action is a process of communicating with the employee to improve unacceptable behavior or performance. Yaldram has the right to take disciplinary action when other methods such as coaching and performance appraisal have not been successful. The employee against whom the complaint is lodged could be subjected to the following disciplinary actions;
i. Oral warning
ii. Written warning
iii. Suspension without pay/reduction of pay
iv. Demotion to lower classification
v. Dismissal
The purpose of taking disciplinary action is to enhance employees’ performance by continuing to identify problems, causes, and solutions. Yaldram tries to accomplish it in a positive and constructive way, letting the employee to be a fully productive member of the work unit.
