Version 1.0
Prepared by: @Lorraine Sebata
Approved by: @Samia Thompson
Reviewed Date: 2025-09-05
Next review date: 2026-09-04
This policy applies to all full-time and part-time employees of Easyterms.
This Employee Grievance Redressal Policy provides a formal and confidential process for employees of Easyterms to raise concerns, complaints, or grievances about their employment. It is designed to ensure all issues are addressed in a fair, timely, and respectful manner, promoting a positive and transparent work environment and resolving disputes before they escalate.
This policy applies to all full-time and part-time employees of Easyterms. It is intended for grievances related to working conditions, treatment by management or colleagues, terms of employment, or violations of company policy.
Every employee has the right to raise a grievance without fear of retaliation or prejudice. The company strictly prohibits any form of retribution against an employee for using this procedure in good faith. Any reported retaliation will be subject to disciplinary action.
All grievances and the details of their investigation will be treated with the utmost confidentiality. Information will only be disclosed to individuals who need to be involved in the resolution process to ensure a fair and impartial investigation.
Employees are encouraged to first attempt to resolve their grievances informally with their direct manager. This may involve a direct conversation to address the issue.
If an informal resolution is not possible or appropriate, an employee may initiate a formal grievance by submitting a written complaint to their manager or Human Resources. This complaint should include a clear description of the issue, relevant dates, and the desired resolution.
All formal grievances will be investigated fairly, impartially, and in a timely manner. The employee will be given an opportunity to present their case, and a neutral investigation will be conducted to gather all relevant facts.
The employee has the right to be accompanied by a colleague or a union representative at any formal grievance meeting.
Employee: Responsible for raising a grievance in good faith and adhering to the procedures outlined in this policy.
Direct Manager: Responsible for attempting informal resolution and, if unsuccessful, guiding the employee on the formal process and promptly forwarding written complaints to Human Resources.
Human Resources: Responsible for overseeing the formal grievance process, conducting or coordinating the investigation, and ensuring all steps are conducted in accordance with this policy.
Grievance Committee/Designated Officer: Appointed by senior management, this individual or group is responsible for investigating complex or sensitive grievances and recommending a resolution.
This policy will be reviewed at least annually by the Human Resources department and Senior Management, or more frequently if there are significant changes in laws, regulations, business operations, or to ensure its continued relevance and compliance with legal requirements.