Compliance & Grievance

A clear, transparent, quick, robust, and confidential grievance redress-al system can effectively help manage workplace conflicts and potentially go a long way in bringing harmony to the workplace. Some of the better places to work have an effective employee grievance redress-al mechanism. For the others, it may just be the need for the hour.

BIE Agency is willing to deliver a positive and supportive working environment for all of its workers, customers, suppliers, and stakeholders who are associated with us and will take every step to determine issues quickly and efficiently, at the lowest possible level. All employees are expected to adhere to the organization’s pride and respect policy when considering making complaints in certain circumstances.

Hence we offer an adequate appliance for all to lift any dispute/conflicts/grievance while being associated with us. We assure you that such grievances are dealt with promptly, legally, and following other related policies of the Organization.

Our grievance policy clarifies how workers can constructively express their complaints. Supervisors and senior management should know everything that irritates employees or hampers their work, so they can fix it as quickly as possible. Workers should be capable of following a fair grievance process to be heard and avoid conflicts.
The company encourages employees to communicate their grievances. That way we can facilitate a supportive and friendly workplace for everyone.

Workers are enabled to talk to each other to fix their problems. When this isn’t possible, employees should know how to file a grievance:
1. Communicate informally with their direct supervisor. The manager will try to fix the problem. When workers want to complain about their supervisor, they should first try to discuss the matter and fix it between them. In that case, they are advised to request an informal meeting. Supervisors should attempt to fix any grievance as quickly as possible. If they’re not able to do so, they should refer to the HR department and cooperate with all other procedures.

2. If the grievance relates to a supervisor’s behavior that can bring disciplinary action (e.g. sexual harassment or violence), employees should refer directly to the HR department or the next level supervisor.

3. Accommodate the procedure outlined below

The HR department (or any appropriate person in the absence of an HR department) should follow the procedure below:
1. Ask the worker to fill out a grievance form.
2. Communicate with the worker to assure the matter is comprehended thoroughly.
3. Supply the worker who faces allegations with a copy of the grievance.
4. Arrange mediation procedures (e.g. arranging a formal meeting).
5. Investigate the matter or ask the assistance of an investigator when required.
6. Keep workers informed throughout the procedure.
7. Communicate the formal decision to all employees involved.
8. Take action to assure the formal decision is attached.
9. Deal with pleas by collecting more information and investigating further.
10. Keep accurate records.
This procedure may vary according to the nature of a grievance. For example, if a worker is found guilty of ethical discrimination, the company will begin disciplinary procedures.