Policy for Employee Grievance Redressal of AIIMS NAGPUR

 1.INTRODUCTION:

Any discontent or dissatisfaction that an employee experiences is treated as grievance. Grievance is an upward communication to the administration. It brings out important information about creeping problems that an employee/staff may face, which is Specific and directly affecting complainant (Employee).

 2. OBJECTIVES:

            The objectives of the grievance’s procedure will be:

• To ensure a fair, impartial and consistent mechanism for redressal of varied issues faced by the stakeholders.
• To uphold the dignity of the Institute by promoting cordial Employee-Management relationship.
• To develop a responsive and accountable attitude among the stakeholders, thereby maintaining a harmonious atmosphere in the University campus;
• To ensure that grievances are resolved promptly, objectively and with sensitivity and in complete confidentiality.
• To ensure that the views of each grievant and respondent are respected and that any party to a grievance is neither discriminated against nor victimized.

3. PURPOSE:

To review a complaint that has not been resolved at the staff or administrative levels and to provide mediation when appropriate without prejudice; in a thoughtful and respectful manner.                                             

4. SCOPE:

• Limited to employees (regular/Ad-hoc/contract workers) only and are not gender related grievances.
• To enable employee to air his/her grievance.
• To clarify the nature of grievance.
• To investigate the reasons of dissatisfaction.
• To obtain where possible a speedy resolution to the problem.
• To suggest appropriate measures & ensure that the promises are kept.
• To inform the employee his /her right to voice the grievance & take it to next stage of the procedure.

5. FUNCTIONS AND RESPONSIBILITIES:

 All the grievances of the employees/staff which could not be settled in the routine process should be referred to the Employees Grievance Redressal Committee of AIIMS  Nagpur

Reasons for filing a grievance in the workplace can be as a result of, but not limited to,

• Economic–disagreement over salary (fixation/revision), overtime pay, performance related pay awards, claim for equal pay.
• Working conditions – undesirable and unsatisfactory condition – light, space, water, poor quality equipment/materials, unreasonable workloads, disagreement over hours of work, inequitable work schedules.
• Attitude of supervisor – lack of recognition, neglect, bias, favourism, nepotism, caste affiliations, regional feelings and inter-employee disputes.
• Discrimination based on age, gender, sexual orientation, caste, creed, religion, national origin, physical and mental disability.
• Bullying and harassment that demeans, humiliates or embarrasses a person.
• Inappropriate use of disciplinary process.
• Grievance regarding transfer, seniority, medical facilities, training opportunities, research facilities and leaves.
• Disagreement in promotion / recruitments (except the promotions / recruitments made on the recommendation of selection committee, in accordance with the provision of the Bye-laws / Rules).

6. GRIEVANCE COMMITTEE:

Grievance committee is constituted with the following members to deal with all issues relating grievances, other than sexual harassment.

 The respective HOD’s / College Principals / Administrative heads shall be co-opted on case to case basis depending upon the need.  The Officers / Officials of the concerned Departments / Divisions relevant to the grievance shall attend the meetings and assist in preparation of minutes of meetings.

Tenure of the committee members: For 2 Years.

7. ROLES AND RESPONSIBILITIES:

 The Grievance Committee shall be responsible to ensure that grievances are dealt with effective in accordance with the Grievance Procedures set out for the implementation of this Policy.

In doing so, the Committee shall adhere to the following principles.

• Take grievances seriously taking on board why the employee feels aggrieved, unhappy or dissatisfied.
• Investigate the facts and surrounding circumstances, and showing the employees that this been done thoroughly and sensitively.
• Actively look for a solution that will satisfy the employee, where practical, without causing disproportionate difficulty for the organisation or the Employee’s colleagues.
• Provide feedback to the employees about what can, and cannot be done to resolve the grievance.
• Take necessary follow-up action.

Committee meeting to be held atleast once every month in 2^nd Half in Hospital Campus / Administration Block of AIIMS, Nagpur.

8. PROCEDURE OF GRIEVANCE LOGGING:

8.1 INITIATION: Any employee who wants to initiate a grievance will follow the hierarchy as under:

1) Report to reporting officer

2) Report to reviewing officer

3) Report to accepting officer

The employee however may submit it directly to reviewing officer or accepting officer in case of any serious grievance against the reporting/reviewing officer.              

 If it remains unsolved at the above three steps then it can be submitted to grievance redressal committee.

8.2  REGISTRATION: Any aggrieved employee with a genuine grievance will submit his/her Grievance in writing along with necessary documents by following modes. Anonymous complainants will not be taken cognizance of:   

(a)  Sending via e-mail to Officer-In Charge of Grievance Redressal Cell

The official Email id is egrc@aiimsnagpur.edu.in

(b)  Within 15 days of registration - Submit a signed hard copy of the grievance complaint, in person to the Officer-In Charge of Grievance Redressal Cell. With record of prior communication done with reporting/reviewing officer regarding specific complaint.