Safety and Griviance Policy in manufacturing comoany

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1. Policy No. 1— Grievance Redressal Policy
1. Objective
The purpose of this policy is to provide a fair, transparent, and structured system for
employees to raise concerns or complaints related to their employment, working conditions,
or behavior of others, and to ensure these grievances are addressed promptly and
effectively.
It promotes trust, fairness, and a healthy work culture across all levels of the organization.
2. Scope
This policy applies to:
All permanent, probationary, contract, and trainee employees of the company.
All departments, shifts, and work locations (plant, office, warehouse, etc.).
3. Definition of Grievance
A grievance is any real or perceived feeling of unfair treatment or dissatisfaction an
employee experiences in the course of their employment.
Examples include:
Salary, leave, or attendance-related disputes.
Supervisor behavior, discrimination, or favoritism.
Harassment, bullying, or misuse of authority.
Unsafe or unhealthy working conditions.
Delay in promotion, transfer, or confirmation.
Non-implementation of company policies.
4. Guiding Principles

2. Every employee has the right to be heard without fear of retaliation.
Grievances will be handled confidentially, fairly, and within a reasonable timeframe.
HR and management will ensure neutrality and transparency throughout the
process.
The system encourages employees to resolve issues at the lowest possible level
before escalation.
5. Grievance Handling Procedure
Step
Level of
Escalation
Details & Responsibility Timeframe
Step 1: Informal
Resolution
Immediate
Supervisor / Shift
In-Charge
The employee should first discuss the
issue informally with their supervisor.
Many minor issues can be resolved at
this stage through open discussion.
Within 2
working days
Step 2: Formal
Complaint to HR
HR Department
If not resolved, the employee can
submit a written complaint (email or
grievance form) to HR. HR will
acknowledge receipt and begin
investigation.
Within 5
working days
Step 3: Grievance
Committee Review
Grievance
Redressal
Committee
A committee (HR, HOD, and neutral
member) will review the complaint,
interview involved parties, and gather
evidence.
Within 10–15
working days
Step 4: Decision &
Communication
HR &
Management
The final decision, corrective action,
or resolution will be communicated in
writing to the employee.
Within 20
working days
6. Grievance Redressal Committee (GRC)

3. Composition:
HR Manager – Chairperson
One Department Head – Member
One Employee Representative – Member
Safety Officer / POSH Representative (if applicable)
Roles:
Conduct impartial inquiry.
Maintain confidentiality.
Ensure timely and fair resolution.
Record all proceedings for audit and compliance.
7. Confidentiality & Protection
All complaints and proceedings will be strictly confidential.
The employee will not face any retaliation or discrimination for raising a genuine
grievance.
False or malicious complaints may lead to disciplinary action.
8. Record Keeping
HR will maintain a Grievance Register containing:
Date of complaint, employee name, nature of grievance, action taken, and closure
date.
These records help identify recurring issues and improve workplace policies.
9. Outcome
This policy ensures:
Employees feel heard and respected.
Workplace harmony and morale are maintained.
Management gains insights into hidden operational or behavioral issues.

4. Policy No. 2 — Safety, Health & Environment (SHE) Policy (Detailed Explanation)
1. Objective
To ensure zero harm to people, property, and the environment by promoting safe work
practices, healthy working conditions, and environmentally responsible operations.
2. Scope
Applicable to:
All employees, contractors, visitors, and trainees on company premises.
All production areas, offices, warehouses, and utility zones.
3. Company’s Commitment
The company is committed to:
Providing a safe, healthy, and pollution-free workplace.
Complying with all legal requirements under the Factories Act, 1948, and other
applicable laws.
Preventing accidents, injuries, and occupational diseases.
Conserving natural resources and minimizing environmental impact.
4. Key Safety Responsibilities
Role Responsibility
Top ManagementFormulate safety policies, allocate budget, monitor safety KPIs.
Safety OfficerConduct inspections, safety training, accident investigations.
Supervisors Enforce safe work procedures, check PPE usage, report hazards.
Employees Follow safety rules, use PPE, report unsafe acts/conditions immediately.
5. Major Safety Rules

5. 1.Always wear PPE (helmet, safety shoes, gloves, goggles, mask, etc.) in designated
areas.
2.Operate machines only if trained and authorized.
3.Never remove or tamper with machine guards or safety devices.
4.No horseplay, running, or unsafe behavior in the plant.
5.Do not handle electrical panels or high-voltage equipment without permission.
6.Keep work areas clean and follow 5S principles.
7.Report every accident, near-miss, or unsafe act immediately.
8.Follow Lockout–Tagout (LOTO) procedure during maintenance.
6. Health Measures
Regular medical checkups for workers (as per Factory Act norms).
Availability of first-aid kits and trained first-aiders.
Periodic health awareness programs (on ergonomics, hygiene, fatigue, etc.).
Clean drinking water, sanitation, and rest facilities.
Immediate reporting of any health hazard or communicable disease.
7. Environment Protection Measures
Proper disposal of hazardous and non-hazardous waste.
Segregation of scrap and recyclables.
Pollution control equipment (dust collectors, ETP, etc.) maintained regularly.
Energy conservation through LED lights, sensor-based systems, etc.
Plantation and green belt maintenance inside plant.
8. Fire and Emergency Preparedness

6. Fire extinguishers and hydrants installed at strategic points.
Display of evacuation maps and assembly points.
Conduct mock fire drills every 6 months.
Employees trained in basic firefighting and first aid.
Emergency numbers displayed at all key locations.
9. Training and Awareness
Safety induction for every new employee.
Periodic toolbox talks and refresher training.
Specialized training for high-risk jobs (welding, confined space, chemical handling).
Display of safety posters, signboards, and slogans.
10. Accident Reporting & Investigation
Every accident or near-miss must be reported immediately.
Safety Officer investigates cause and recommends preventive actions.
Corrective measures (engineering or behavioral) implemented to avoid recurrence.
11. Audits & Continuous Improvement
Regular safety audits, inspections, and risk assessments.
Monthly review of safety performance in management meetings.
Employee safety suggestions encouraged and rewarded.
12. Disciplinary Action for Non-Compliance
Violations of safety norms (e.g., not wearing PPE, ignoring lockout rules) may result in:
Verbal / written warning.
Suspension from work area.
Deduction of safety allowance or other penalties.
13. Outcome
This policy ensures:

7. Safe and accident-free workplace.
Compliance with statutory requirements.
Reduction in downtime due to injuries.
Enhanced morale and trust among employees.