Hi, i work for a project under Society. The project is establishment of a Bio-Incubator, wherein we will provide infrastructure to prospective Bio related start ups.
My query is whether a setup like this require a Grievance Redressal system and a woman cell to address complaints. If yes what are the rules and regulations.
I ll appreciate references.
From India, Vadodara
My query is whether a setup like this require a Grievance Redressal system and a woman cell to address complaints. If yes what are the rules and regulations.
I ll appreciate references.
From India, Vadodara
Dear Sweta,
Theoretically speaking every company needs to have Grievance Redressal Mechanism irrespective of the number of employees. Grievances if redressed properly, give chance employees to vent their discontent and if foster environment of justice in the company. Nevertheless, for a start up a major challenge is survival. Will the survival of start up depend on the grievance redressal system? Please ask this question and take a decision. May it be noted that redressing grievances is a time taking process and can a start up afford spending time and energy in these activities?
As a via media, you may have policy on grievances. It will strike a balance between two extremes like not having any system and having full-fledged system.
Additional points: - Many entrepreneurs ignore giving definite shape to the organisation's culture. You may concentrate on this factor more than anything else. How to create a culture of performance, a culture teamwork, a culture accountability etc is of utmost importance.
Thanks,
Dinesh Divekar
From India, Bangalore
7883Theoretically speaking every company needs to have Grievance Redressal Mechanism irrespective of the number of employees. Grievances if redressed properly, give chance employees to vent their discontent and if foster environment of justice in the company. Nevertheless, for a start up a major challenge is survival. Will the survival of start up depend on the grievance redressal system? Please ask this question and take a decision. May it be noted that redressing grievances is a time taking process and can a start up afford spending time and energy in these activities?
As a via media, you may have policy on grievances. It will strike a balance between two extremes like not having any system and having full-fledged system.
Additional points: - Many entrepreneurs ignore giving definite shape to the organisation's culture. You may concentrate on this factor more than anything else. How to create a culture of performance, a culture teamwork, a culture accountability etc is of utmost importance.
Thanks,
Dinesh Divekar
From India, Bangalore
@Dinesh Divekar, The idea of creating a policy is indeed very useful.
We only provide infrastructure (spaces & utilities) to prospective startups. That means we will have almost 10 start ups incubating at a time in our facility. From that point of view, i need to find out if its compulsory viz any circular by Govt. to have Redressal Committee or framework.
From India, Vadodara
We only provide infrastructure (spaces & utilities) to prospective startups. That means we will have almost 10 start ups incubating at a time in our facility. From that point of view, i need to find out if its compulsory viz any circular by Govt. to have Redressal Committee or framework.
From India, Vadodara
It is great idea. You can create one template as Grievance Redressal Form circulate(in Excel also) to all of your employees, start collect their grievance, after that make a one excel statement and submit your management for review the same. You can circulate those forms monthly once, so that one by one all grievance will be resolved.
From India, Hyderabad
From India, Hyderabad
Yes, as per law, it is necessary to have a grivience call under the prevention of sexual harassment act. The more important point is what happens if you don't. The complainant can go to the district or state committee whose decision may be hostile. Or worse, the complainant can file a police complain under IPC. That would be a cognisible offence, which m and the police is required to arrest the accused and then investigate the complaint. And the person can be released only under bail from court. (Or if the police investigation shows the complaint is false). The complaints under PSARA is a non cognisible offence and the police can not register the case unless the company does not Have a committee or if the committee didn't respond.
So just having a template or policy is not going to help'or resolve the issue.
Your clients are high risk, because most of them do not understand corporate culture and restraint. They would have kids out of college who don't understand docorum or maturity or that certain acts which were accepted in school actually amount to sexual harassment.
The cost of setting up and running a committee for a startup is very expensive. There are things in the act apart from the committee its self (like periodic sensitivity training, etc). So one option is to have a common committee and share the cost among the startup. Each startup business must notify to all employees of the policy and that the committee has been formed and how they can file a complaint.
From India, Mumbai
So just having a template or policy is not going to help'or resolve the issue.
Your clients are high risk, because most of them do not understand corporate culture and restraint. They would have kids out of college who don't understand docorum or maturity or that certain acts which were accepted in school actually amount to sexual harassment.
The cost of setting up and running a committee for a startup is very expensive. There are things in the act apart from the committee its self (like periodic sensitivity training, etc). So one option is to have a common committee and share the cost among the startup. Each startup business must notify to all employees of the policy and that the committee has been formed and how they can file a complaint.
From India, Mumbai
Dear Sweta,
I would rather need a clarity. I may be wrong, pl. correct me. Is it that your Society employs good no.of work force and your HR is thinking of a need to set up Redressal Mechanism and Sexual Harassment to female employees in your own organisation ?. What I understand from the details provided here is that yours is an umbrella setup who assist and provide infrastructure to start ups in Bio related areas. Statutory provisions are there but do you think it is necessary to have them in place in your estt.? What I could presume is the startups- enterprises will have their own establishments, employees etc. and you wish to guide them in this regard. Am I right ? Others have provided enough inputs which seems adequate.
From India, Bangalore
I would rather need a clarity. I may be wrong, pl. correct me. Is it that your Society employs good no.of work force and your HR is thinking of a need to set up Redressal Mechanism and Sexual Harassment to female employees in your own organisation ?. What I understand from the details provided here is that yours is an umbrella setup who assist and provide infrastructure to start ups in Bio related areas. Statutory provisions are there but do you think it is necessary to have them in place in your estt.? What I could presume is the startups- enterprises will have their own establishments, employees etc. and you wish to guide them in this regard. Am I right ? Others have provided enough inputs which seems adequate.
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Grievance Redressal.ppt
Grievance Redressal Flow Chart.pdf