Employee Grievance Redressal Policy

ICIL – Employee Grievance Redressal Mechanism
INDO COUNT INDUSTRIES LIMITED
EMPLOYEE GRIEVANCE REDRESSAL

POLICY
Version No.: 1.0

Version Date: 25-12-2023
Approved by: Board of Directors
A. OBJECTIVE
Indo Count Industries Limited (‘ICIL’ or ‘the Company’) is committed to providing a

productive and conducive work environment where grievances are dealt with fairly and
promptly. The objective of the Employee Grievance Redressal Policy (‘Policy’) is to facilitate
a work culture where grievances are minimized and thus help in improving performance
and productivity of all employees / workers of the Company.
B. DEFINITIONS
1. “Chairman” means the “Executive Chairman of the Company”.

2. “Grievance” means a concern, problem or complaint which may be related to work,
working environment, reporting relationships, etc.
3. “Grievance Redressal Committee” means the authority empowered to make decisions
under this Policy.
4. “Head of Department” means HOD whose responsibility is to manage and run the
respective Department.
C. SCOPE AND APPLICABILITY
This policy shall cover all regular employees/workers of ICIL, except officers who are one
level below the Board of Directors and officers reporting directly to Chairman of the
Company.
D. POLICY GUIDELINES
Grievances pertaining to or arising from the following shall come under the purview of
this policy:
1. Workplace harassment
2. Nonsexual harassment
3. Health and safety issues
4. Supervisor behavioural issues
This list in not exhaustive. However, employees should try to resolve less important issues
informally before they resort to a formal grievance.
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E. EXCLUSIONS
Grievances pertaining to or arising from the following shall not come under the purview
of this policy:
1. Matters related to collective disputes/bargaining such as salary, allowances, hours

of work and other benefits, and cases related to disciplinary procedures.
2. Annual performance appraisal/salary increments
3. Matters that do not relate to an individual employee/worker.
4. The removal or dismissal of an employee/worker
5. Matters pertaining to the period before the date of joining ICIL and or initial
appointment/absorption in ICIL.
6. Matters relating to terms and conditions of appointment settled prior to joining or
appointment/absorption in ICIL.
7. Non-exercise of a discretion vested with the Competent Authority in favour of the
aggrieved employee/worker.
8. Matters pertaining to or arising out of disciplinary action or appeal against such
action – these shall be channelled to the Competent Authority as laid down under
the Industrial Disputes Act or other relevant Act.
9. Any other as may be decided with the approval of the Chairman – any addition to
this list will be communicated through appropriate means to all relevant
stakeholders.
F. GRIEVANCE REDRESSAL COMMITTEE
Committees for grievance redressal will be created at each location the Company
operates in, as per the composition given below:
• Committee for Workers – One at Each Factory

o Factory Head
o Factory IR Head
o At least two HODs who have completed 3 years in ICIL
o One Female Staff who has completed 3 years in ICIL
• Committee for Staff – Centralized Committee

o Corporate HR Head
o At least 1 Division Head
o At least 2 senior HODs who have completed 3 years in ICIL
o One Female Staff who has completed 3 years in ICIL
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• The Committee configuration will be changed once in three years to ensure that
there is no bias or vested interests in resolving grievances
In case the Complaint pertains to any Head/HOD/Staff Member who is the member of the
above-mentioned Committee, such Head/HOD/Staff Member shall abstain from attending
the grievance meeting in which the matter is discussed.
G. GRIEVANCE REDRESSAL PROCESS
WORKERS:
Level 1:
Workers should submit their grievance in writing to the union representative. The said
representative will submit the same to their HOD. The HOD should acknowledge the
receipt of the grievance, if possible immediately, in writing. The HOD should attempt to
redress the grievance within a period of 2 (two) working days. The resolution should be
provided in writing to the aggrieved person.
Level 2:
If the concerned worker is not satisfied with the above response from the HOD, the union
representative can submit the grievance along with the response received to the Grievance
Redressal Committee at his/her location. The relevant Committee will meet within 3 (three)
days of receipt of grievance to assess the grievance. Based on a careful analysis of the
grievance in light of the facts of the matter, the Grievance Redressal Committee would
make its recommendation within a period of 7 (seven) working days and send it to the
aggrieved worker.
Level 3:
If the Committee’s recommendation is not acceptable to the aggrieved worker, the issue
may then be escalated to the Chairman, whose decision will be binding and close the issue.
STAFF:
Level 1:
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The affected employee should submit the grievance (in writing) stating his/her name,
designation, employee number and grievance to his/her reporting manager or Head of
the Department (HOD) or alternatively the affected employee can submit the grievance by
sending an email to [email protected] stating the aforesaid details. The reporting
manager/HOD should acknowledge the receipt of the grievance, if possible immediately,
in writing. If the complaint is raised through email, it should be acknowledged, and passed
on to the reporting manager/HOD for resolution. The reporting manager/HOD should
attempt to redress the grievance within a period of two working days. The resolution
should be provided in writing to the aggrieved person.
Level 2:
If the concerned employee is not satisfied with the above response from his/her immediate
reporting manager/HOD, he/she can submit the grievance along with the response
received to the Grievance redressal Committee. The Committee will meet within 3 days of
receipt of any grievance to assess the grievance. Based on a careful analysis of the
grievance in light of the facts of the matter, the Committee will make its recommendation
within a period of seven working days and send it to the aggrieved staff member.
Level 3:
If the Committee’s recommendation is not acceptable to the aggrieved staff member, the
issue may then be escalated to the Chairman, whose decision will be binding and close
the issue.
H. REPORTING
The Grievance Redressal Committees will report to the Chairman of the Company. A
quarterly written report of grievances handled will be submitted to the Chairman.
I. GUIDELINES AND CONDITIONS
1. The employee / worker shall submit his/her grievance within one month from the date
of occurrence. However, any anonymous / pseudonymous email/ letter received by the
Company relating to any grievances shall not be entertained.
2. If the grievance arises out of an order issued by the management, the said order must
first be complied with, and thereafter the concerned employee / worker should submit
his/her grievance as per the procedure laid down in this policy document.
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J. REVIEW AND IMPLEMENTATION OF THE POLICY
The Corporate HR Head shall be responsible for the effective implementation of this Policy.
Periodical information about the grievances received, resolved and pending be placed
before the NRC for its noting.
Notwithstanding anything contained above, the Chairman may modify, alter, delete or add
any clause or sub‐clause to this Policy as and when considered necessary for the efficient
conduct of the Company’s business. Such changes will be communicated to all relevant
stakeholders through appropriate means. The Chairman shall be the final authority in the
interpretation of this Policy and in cases not covered by this Policy, his decision shall be
final.

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ICIL – Employee Grievance Redressal Mechanism

INDO COUNT INDUSTRIES LIMITED

EMPLOYEE GRIEVANCE REDRESSAL

Version No.: 1.0

Indo Count Industries Limited (‘ICIL’ or ‘the Company’) is committed to providing a

1. “Chairman” means the “Executive Chairman of the Company”.

C. SCOPE AND APPLICABILITY

1. Matters related to collective disputes/bargaining such as salary, allowances, hours

F. GRIEVANCE REDRESSAL COMMITTEE

• Committee for Workers – One at Each Factory

• Committee for Staff – Centralized Committee

G. GRIEVANCE REDRESSAL PROCESS

I. GUIDELINES AND CONDITIONS

J. REVIEW AND IMPLEMENTATION OF THE POLICY

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