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3. Definitions For the purpose of this policy:
  1. Complaint: A report of conduct or events that may violate Company policies, laws, or workplace standards.
  2. Grievance: A workplace-related concern raised by an employee relating to treatment, decisions, conditions, or conduct affecting them.
  3. Complainant: The person raising a complaint or grievance.
  4. Respondent: The person against whom the complaint is made (if applicable).
  5. Good Faith Complaint: A complaint made honestly, with a reasonable belief that the concern is genuine, even if later not substantiated.
  6. Retaliation: Any adverse action taken because an individual raised a complaint, participated in an inquiry, or supported a complainant/witness.
Examples of retaliation include:
  • demotion, termination, threats, intimidation,
  • unwarranted negative reviews,
  • exclusion from key work, projects, or meetings,
  • hostile behavior or harassment.
4. Guiding Principles All complaints and grievances are handled using the following principles:
  1. Fairness: All parties will be treated respectfully and given an opportunity to be heard.
  2. Confidentiality: Information will be shared strictly on a need-to-know basis.
  3. Non-Retaliation: Retaliation is prohibited and treated as serious misconduct.
  4. Timeliness: Concerns will be addressed promptly, within reasonable timeframes.
  5. Documentation: Key steps and outcomes will be recorded by HR.
  6. Proportionality: Outcomes will be proportionate to the conduct and risk involved.
  7. Compliance: The Company will act in accordance with applicable law and internal procedures.