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Step 1 - Acknowledgement

HR will acknowledge receipt of the complaint within a reasonable timeframe.

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Step 2 - Triage and Classification

HR will classify the complaint as:
  • grievance,
  • misconduct allegation,
  • compliance concern,
  • POSH (redirect),
  • safety issue,
  • or mixed category.
HR may take immediate interim steps if there is a risk of harm, retaliation, or evidence destruction.

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Step 3 - Preliminary Review

HR may conduct a preliminary review to determine:
  • whether sufficient information exists,
  • whether immediate action is required,
  • whether a formal inquiry is warranted.

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Step 4 - Inquiry (if required)

Where needed, HR may:
  • interview parties and witnesses,
  • review documentation and digital evidence,
  • coordinate with IT/security for logs (where relevant),
  • seek written statements.
The inquiry process will be handled with confidentiality and professionalism.

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Step 5 - Outcome and Corrective Action

Potential outcomes include:
  • no action (not substantiated),
  • counselling or mediation (where appropriate),
  • written warnings or disciplinary action,
  • workflow/reporting adjustments,
  • training or process changes,
  • access restrictions or security changes,
  • termination (in serious cases), subject to Company procedure and law.
HR will communicate the decision to relevant parties to the extent appropriate, maintaining confidentiality.