SCOTTS GARMENTS LTD.

GRIEVANCE REDRESSAL PROCEDURE

PURPOSE:
SGL aims to provide its employees an easy and readily accessible machinery for prompt disposal of their day to day grievances. SGL has formulated a Grievance Redressal Mechanism for its employees, advising the officers from time to time to put in their best efforts, to examine the grievance submitted by the aggrieved workmen in better manner at different stages and redress the grievances expeditiously. The genuine grievances of the workmen are attended to by the management personnel in well established manner and this procedure i.e. Grievance Redressal Procedure is followed at the 3 levels for prompt action.

Nature of Grievances that fall for Redressal under Grievance Procedure:

In a Garment Factory there are mole possibilities for receiving complaints affected one or more individual workers in respect of their wage, payment, overtime wages, bonus, leave wages, leave transfer, promotional increments, seniority, work assignment, internal transfers to other units, working conditions, hours of employment, harassment or abuse, manhandling, output of workmen (workload, work environment, training and settlement of terminal benefits. Different Stages for Redressal of Grievance, Provided for under Companys Grievance Redressal Procedure:

CEO / DIRECTOR
THIRD STAGE --------------------------

O P E N D O O R P O L I C Y

GRIEVANCE COMMITTEE
SECOND STAGE ------------------------

HOD / LWO
FIRST STAGE ---------------------------

AGGRIEVED EMPLOYEE
(Fig. GRIEVANCE REDRESSAL PROCEDURE)

FIRST STAGE (DEPARTMENT LEVEL):

The aggrieved employee shall represent his / her grievance either in person or in writing to the Labour Welfare Officer or any other officer in the facility / department which should be acknowledged. He or she can also opt to drop his / her grievance better in the Suggestion Box kept in a conspicuous place in the facility i.e. near toilet or Canteen area. The suggestion box should be opened by the authorized personnel once in a day and if any grievance letter was found need to be recorded in the appropriate manner.

A written reply should be sent to the worker under the signature of the manager / HOD within 10 days.

SECOND STAGE (AREA LEVEL);

If the employee is not satisfied, he / she may request the manager / HOD to forward his / her grievance to the Grievance Committee constituted at area level which consists of S.NO a) MANAGEMENT REPRESENTATIVES General Manager / Manager of the area. WORKMEN REPRESENTATIVES

b)

Manager / HOD

Factory a) One Permanent member nominated by the recognized Trade Union of the area or in his absence, a representative duly authorized by the said union. b) A representative of the registered Trade union(If functioned) OR a Co-worker of the workers choice.

c)

Area Personnel Dept. Head (Member Secretary)

The recommendations of the Grievance Committee shall be communicated to the concerned workmen within 10 days. A copy of the minutes of the Grievance committee meeting may be supplied to the representative of the recognized Union or to the Works Committee. THIRD STAGE APPELLATE AUTHORITY CORPORATE LEVEL: If the employee is not satisfied with the reply given by the Grievance Committee at area level, he/she can represent the matter

to the CEO at Corporate Level and if it prolongs the same can be referred to the Director. The representation will be disposed off within 15 days. All the officers are requested to put in their best efforts to examine and redress the genuine grievance submitted by the workmen at different stages expeditiously.

Certain Grievances of women pertaining to Sexual Harassment or matters which involve privacy:
The management shall ensure to deal certain grievance of women employees pertaining to sexual harassment or matters that involve privacy to be held in a closed place where no hear or peep through i.e. just like IN-CAMERA proceedings happening in a family court and recorded grievance shall be kept highly confidential and which if explored shall cause mental agony and loss of reputation of the aggrieved woman.

GRIEVANCE REDRESSAL MACHINARY:

An addendum of the VISAKA commission vs. State of Rajasthan case is as follows; The Grievance Redressal Mechanism: The Industrial Disputes (Amendment Act), 2010 had substituted a new chapter for chapter II B. 1. The amendment provides that every industrials establishment twenty or more workers workmen shall have one or more grievance Redressal committed for the resolution of disputes arising out of individual grievance. 2. The Grievance Redressal committee shall consist of equal number of members from employers and the workmen.

3. The chairperson Redressal committee shall be selected from the employer and from among the workmen alternatively on rotation basis every year.
4. The total number of members of the Grievance Committee

shall not exceed more than six. Provided that there shall be, as far as practicable, one woman member if the grievance Redressal Committee has two members and in case the number of members are more than two, the number of women members proportionately.
5. Notwithstanding

anything contained in this section, the setting up of Grievance Redressal Committee shall not affect the right of the workmen to arise industrial dispute on the same matter under the provision of this act.

6. The Grievance Redressal Committee may complete its proceedings within thirty days on receipt of a written application by or on behalf of the aggrieved party. 7. The workman who is aggrieved of the decision of the Grievance Redressal Committee may prefer an appeal to the employer against the decision of Grievance Redressal Committee and the employer shall, within one month from the date of receipt of such appeal, dispose of the same and send a copy of his decision to the workman concerned. 8. Nothing contained in this section shall apply to the workmen for whom there is an established Grievance Redressal Mechanism in the establishment concerned.

Effect:
Grievance Redressal committee or the Grievance Redressal mechanism is a great support in systemic resolution of disputes.

To ensure a strong and legally complied Grievance Redressal Committee or Mechanism is formed in the organization or company.

There is an appeal provision to the employer, the employer decision, compliance, reasoning skill and dispute resolution skill will be a great help for the company in resolving disputes and preventing litigations. The Grievance Redressal Committee or Mechanism can also be an effective tool or system to resolve the workman/ employee disputes. The Grievance Redressal Committee or Mechanism cannot prevent or affect the right of the workman to arise industrial dispute on the same matter under provisions of this I.D Act.

Date:

(Approved)