redressal-cell

Staff Grievance Redressal Cell

 
Faculty Members
Faculty Name Department Convenor/Member
Mr. Sachin A Rosario EVS Convenor
- Principal Member

Objective

To provide a structured and impartial mechanism for addressing grievances raised by teaching and non-teaching staff, ensuring a harmonious and respectful workplace environment.

Responsibilities
  • Receive, review, and address grievances from staff in a confidential and unbiased manner.
  • Ensure timely resolution of complaints through fair and transparent processes.
  • Promote a positive work culture by identifying and resolving systemic issues contributing to grievances.
  • Maintain proper documentation of grievances, actions taken, and outcomes.
  • Conduct awareness programs to educate staff on their rights and grievance procedures.
Things to Consider
  • Ensure confidentiality, fair hearing, and non-retaliation throughout the grievance redressal process.
  • Prioritize timeliness, professionalism, and impartiality in all proceedings.
  • Encourage open communication while discouraging frivolous or malicious complaints.
  • Follow principles of natural justice and compliance with institutional and legal guidelines.
Protocol to be Followed
  1. Committee Formation
    • Constitute the Staff Grievance Redressal Cell with representation from teaching staff, non-teaching staff, and administration.
    • Appoint a Convenor and Members with clearly defined roles.
  2. Grievance Submission

    The complaint must include:

    • Grievances must be submitted in writing or through an official online portal.
    • Name of the complainant.
    • Nature and details of the grievance.
    • Supporting documents (if any).
  3. Acknowledgement
    • Acknowledge receipt of the grievance within 3 working days.
  4. Preliminary Assessment

    Review the grievance to determine:

    • Whether it falls under the purview of the cell.
    • The nature and seriousness of the complaint.
    • Any immediate action required.
  5. Inquiry and Resolution

    Conduct an impartial inquiry:

    • Meet with the complainant and respondent (if applicable).
    • Review documents and records.
    • Seek clarification or additional information as needed.
  6. Resolution Communication
    • Communicate the decision in writing to the complainant and respondent.
    • Ensure implementation of any action or recommendation made.
  7. Escalation
    • If unresolved, the complainant may escalate the matter to the Principal/Head of Institution or higher redressal authority.
  8. Follow-up
    • Monitor the situation to ensure there is no retaliation or unresolved distress post-resolution.
  9. Awareness & Support
    • Conduct periodic orientation and sensitization programs about grievance mechanisms, workplace rights, and stress management.
  10. Confidential Record-Keeping

    Maintain secure, confidential records of:

    • Grievances received.
    • Inquiry process.
    • Resolutions and communications.
    • Escalations and final outcomes.
  11. Reporting

    Submit a bi-annual report to the Principal summarizing:

    • Number and types of grievances received.
    • Actions taken.
    • Recommendations for systemic improvement.