Employee Grievance

Redressal Process

Reliance Retail Ventures Ltd. is committed to providing a work

environment free from discrimination and victimization. This policy
outlines the grievance redressal process for all employees,
including regular, temporary, fixed term, trainees, consultants,
probationers, and apprentices.
Introduction
Grievances are a natural part of any organization. However, they can be detrimental to the
smooth functioning of the company. Reliance Retail Ventures Ltd. provides both informal and
formal grievance redressal mechanisms to handle grievances in a timely and effective manner.

Customer Satisfaction
A satisfied customer is the ultimate goal of any retail business. This can only be achieved
with happy and committed employees.

Preventive Approach
Grievance handling is a preventive measure, addressing concerns before they escalate into
problems.

Employee Well-being
This policy aims to create a work environment free from discrimination and victimization,
regardless of gender, race, caste, religion, medical conditions, disability, or economic status.
Exclusion
This section outlines scenarios where a grievance will not be investigated.
These include cases with inadequate supporting details, anonymous
complaints, or matters already addressed by the National level Grievance
Redressal committee.

1 Insufficient Details
Grievances lacking sufficient supporting details or where the
complainant fails to cooperate in the investigation will be dismissed.

2 National Level Resolution

Matters already resolved by the National level Grievance Redressal
committee will not be re-investigated.

3 Anonymous Complaints
Anonymous and frivolous complaints will be dismissed.
Disqualification
This section outlines specific types of complaints that are not considered grievances under this policy. These
include matters covered by other policies, such as the Vigil Mechanism and Whistle-blower Policy, the Policy on
Prevention of Sexual Harassment at Workplace, and disciplinary actions.

Fraud/Corruption Sexual Harassment Disciplinary Actions

Complaints related to fraud, Complaints related to sexual Grievances pertaining to

theft of company property,
corruption, or breach of the
Code of Conduct are addressed
under the Vigilance Mechanism
and Whistle-blower Policy.
harassment at the workplace disciplinary investigations or
are addressed under the Policy actions are addressed to the
on Prevention of Sexual Business HR Head.
Harassment at Workplace.
Types of Grievances
Grievances are categorized into two types: collective and individual.
Collective grievances affect multiple employees, while individual
grievances are raised by a single employee.

Collective Grievances
Complaints affecting two or more employees regarding
work environment, working conditions, interpersonal
relationships, discrimination, harassment,
infrastructure, or deprivation of eligibilities.

Individual Grievances
Complaints raised by a single employee regarding their
own grievance.
Stages of Grievance Redressal Process

The grievance redressal process is divided into three stages: informal, formal, and appeal. Each
stage has specific timelines and procedures for addressing grievances.

1 Stage I: Informal Process

The employee should attempt to resolve the grievance directly with the
respondent or report it to their reporting manager and HR Business Partner
within five working days.

2 Stage II: Formal Process

If the grievance is not resolved informally, the employee can submit a formal
complaint to the State Level Grievance Redressal Committee within ten working
days.

3 Stage III: Appeal

If the employee is not satisfied with the resolution at Stage II, they can appeal to
the National Level Grievance Redressal Committee within fifteen working days.
Corrective Actions by the Management

The management's decision based on the recommendations of the Grievance Redressal

Committee is final and binding. Appropriate disciplinary action will be taken against the person
found guilty, as per the company's disciplinary guidelines.

Final Decision
The management's decision is final and binding.

Disciplinary Action
Disciplinary action will be taken against the person found guilty.

Notification
The complainant will be informed of the outcome and corrective steps taken.