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Grievance Redressal Policy

Bibhaanova Lifesciences Pvt. Ltd.

Introduction

In the present scenario of competition, employees are the whole and sole of the organization. For efficient working and smooth functioning of an organization, it is important to understand employee concerns and create a healthy work environment with a positive culture.

The Company believes not only in recruiting talented professionals but also in retaining them for the long-term success and growth of the organization. Therefore, various initiatives have been established to provide an effective grievance redressal mechanism whenever any concern arises against the organization or any staff member.

Policy

A complaint lodged verbally shall be treated as a grievance. However, it shall be regarded as formal when the dissatisfaction is recorded and submitted in writing.

Grievances may arise regarding wages, leave, transfers, promotions, designation, treatment by superiors, interpretation of service rules, workplace facilities, or any other employment-related matter.

The objective of this policy is to provide employees with a fair and transparent mechanism for addressing grievances and ensuring timely resolution.

Principles of the Policy

Employees shall be treated fairly at all times.
Complaints and grievances shall be handled courteously and promptly.
Employees shall be informed of available escalation channels.
All grievances shall be addressed fairly, efficiently and transparently.

Procedure

A. First Stage

Employees should first report their grievance to their immediate superior, who shall attempt to resolve the matter within a reasonable time.
If the matter remains unresolved or the employee is not satisfied, the grievance may be referred to the Departmental Action Committee (DAC) verbally or through a written application/email.
The Departmental Action Committee shall consist of three members, preferably including one woman member.
The Committee shall investigate the matter and submit its report to the Director.
The Director shall review the report and supporting documents and take an appropriate decision.

B. Second Stage

If the grievance remains unresolved, the employee may present the matter, with assistance from co-workers if required, directly before the Director.

The Director may hear the grievance personally or appoint a committee to investigate the matter before issuing final directions.

This procedure does not restrict the employee's right to seek remedies available under applicable laws.

Coverage & Exclusions

The following matters shall not fall under the scope of this grievance procedure:

Collective bargaining matters such as salary, allowances and benefits.
Annual performance appraisal and confidential reports.
Grievances not related to an individual employee.
Removal or dismissal of an employee.
Issues related to pre-employment terms and conditions.
Disciplinary actions and appeals covered under Conduct & Discipline Rules.
Any other matter excluded with approval of the Director.

Interpretation & Amendments

The Director reserves the right to modify, alter, delete or add any provision of this Policy whenever required for efficient business operations.

The Director shall be the final authority regarding interpretation of this Policy, and decisions in matters not specifically covered herein shall be final and binding.