Any individual found to have retaliated against an individual for reporting harassment, or against anyone participating in the investigation of a complaint, may be subject to appropriate disciplinary action, up to and including termination of employment. If an investigation results in a finding that the reporting individual falsely and maliciously accused another of harassment, the reporting individual shall be subject to appropriate disciplinary action, up to and including termination of employment. If the policy commitment covers only some internationally recognized human rights, the organization is required to state the rights that are covered. If a term is not defined in this glossary or in the complete GRI Standards Glossary, definitions that are commonly used and understood apply. Guidance to 2-19-a-iiiTermination payments are all payments and benefits given to a departing member of the highest governance body or senior executive whose appointment is terminated. Cardinal Hall, 5th Floor, Mail Code 8443 For example, a high proportion of temporary or part-time employees could indicate lack of employment security for employees, but it could equally signal workplace flexibility when offered as a voluntary choice. If there were no significant instances of non-compliance with laws and regulations or no fines were paid during the reporting period, a brief statement of this fact is sufficient to comply with the disclosure. If the organization has employees in more than one country, it can report the definitions of full-time employment it uses for the regions that cover these countries. Examples include instances where the organization takes action to remediate an actual impact evidenced in an impact assessment or a report published by a civil society organization. This should take the form of an informal discussion between the aggrieved party and an appropriate manager. Guidance to 2-1-cHeadquarters are an organizations global administrative center, the place from which it is controlled or directed. Grievance Submission. EDGE stands for Economic Dividends for Gender Equality and is distinguished by its rigor and focus on business impact. The organization should provide a restatement of information when it has learned that the previously reported information needs to be revised. Traditional code of conduct language under the non-discrimination principle: Applying a gender lens to the Code of Conducts non-discrimination principle considers the following aspects too: Source: BSR, Gender Equality in Codes of Conduct Guidance. Grievance Appeal. This disclosure covers all workers who are not employees and whose work is controlled by any of the organizations entities included in its sustainability reporting as reported under Disclosure 2-2 in this Standard. Plan International's Global Anti-Fraud, Anti-Bribery and Corruption Policy applies to all our staff members, volunteers and partners we work with. The disclosures in this section provide an overview of the organization, its sustainability reporting practices, and the entities included in its sustainability reporting. Disclosures and guidance about the organization's material topics. The precautionary principle means taking early action to prevent andmitigatepotential negativeimpacts in situations where conclusive scientific understanding or evidence is lacking, but there is sufficient reason to expect serious or irreversible damage. Employee Grievance Policy Template | Workable Grievance Policy In accordance with the ACPE Accreditation Standards for Continuing Pharmacy Education, and the ANSI ASTM E2659-18 Standards, DIA adopts the following policy and procedures for the management of grievances relative to its continuing education and certificate programs. If the organization uses performance-based pay, it should describe how remuneration for senior executives is designed to reward long-term performance. Business partners do not include subsidiaries and affiliates that the organization controls. It can also explain why the commitments are limited to these activities. allegations or grievances. The aggrieved party has the right to be accompanied by a colleague, who may be allowed to address the meeting on the employees behalf, sum up the employees case, respond to any views expressed at the meeting and confer with the employee. Conversely, a decrease in the number of employees compared to the previous reporting period could be due to the completion of a temporary project. Continuity desires to deal with incidents promptly and will take steps to follow up, make decisions, and confirm actions in the most expedient manner possible. Continuity will investigate any incident of alleged mistreatment by a person who is not an employee of Continuity to the extent practical and will take any action it deems appropriate after evaluating all circumstances. It is up to the organization to determine which fluctuations in the number of workers it considers significant to report under 2-8-c. If the organization has a statement or policy commitment on freedom of association and collective bargaining, this is reported under 2-23-b-i in this Standard or 3-3-c inGRI 3: Material Topics 2021. The percentage of employees covered by collective bargaining agreements can be higher than the percentage of unionized employees when the collective bargaining agreements apply to both union and non-union members. Guidance to 2-29-a-iiThe purpose of stakeholder engagement can be, for example, to identify actual and potentialimpactsor to determine prevention andmitigationresponses to potential negative impacts. There are also cases of pregnancy testing to determine recruitment. to whom the training is provided, and whether it is mandatory; the form (e.g., in-person, online) and frequency of the training; examples of how the organization has determined that the training is effective. The Grievance Policy will be used to address issues of harassment, discrimination or violence including sex- or gender-based incidents whether the policy commitments need to be read, agreed to, and regularly signed by all workers. PDF Global Grievance Policy and Procedures - Sightsavers Reporting the number of employees at the end of the reporting period provides information for that point in time, without capturing fluctuations during the reporting period. PDF other Plan employees. The organization can also report the regions or specific locations within countries (e.g., states, cities) where it has operations, if this provides contextual information for understanding the organizations impacts. GRI 3: Material Topics 2021 provides guidance on how to determine material topics. This disclosure covers the organizations mechanisms for individuals to seek advice and raise concerns about responsible business conduct in the organization's operations and business relationships. It is important to engage suppliers in this process and support any needs for capacity building to ensure that they too have strong policies and management systems. Requirement 2-2-a includes those entities that the organization controls or has an interest in and are included in its sustainability reporting, such as subsidiaries, joint ventures, and affiliates, including minority interests. The organization is also required to report information about stakeholder engagement under other disclosures, such as under the disclosures in section 5 of this Standard. Our aim is to take full responsibility for the way we work, the decisions we make, and the impact we have by reporting on both our successes and our mistakes, and learning from them. Grievance mechanisms are distinct from whistleblowing mechanisms. Although problems of this nature are not covered by the Basic Grievance Policy, an employee with these concerns is encouraged to discuss them with his/her supervisor or the Human Resources Department at Continuity GS HQ, or the appropriate contact within the Continuity HQ at the Program Management level. Contractors hired by the organization to perform work at the organizations workplace, in a public area (e.g., on a road), or directly at the workplace of the organizations client. Remuneration policies further support the organizations strategy and contribution to sustainable developmentand align with stakeholders' interests. It can also include the reasons for the fluctuations. Examples of state-based judicial and non-judicial grievance mechanisms include courts (for both criminal and civil actions), labor tribunals, national human rights institutions, National Contact Points under theOECDGuidelines for Multinational Enterprises, ombudsperson offices, consumer protection agencies, regulatory oversight bodies, and government-run complaints offices. When determining its material topics, the organization should consider the impacts of additional entities with which it has business relationshipsthat are not included in the list reported under 2-2-a. Guidance to 2-29-a-iCommon categories of stakeholders for organizations arebusiness partners, civil society organizations, consumers, customers,employeesand otherworkers, governments,local communities, non-governmental organizations, shareholders and other investors, suppliers, trade unions, andvulnerable groups. If it becomes clear that the matter cannot be resolved satisfactorily, or that the case is more serious that first assessed, the formal process must be adopted. Student Employment and Assistantships, 11.2 Global Human Resources Staff Employment Policies, 11.2.2 Recruiting and Hiring of Global Staff, 11.2.4 Hiring Global Employees from Stanford Health Care, 11.2.5 Global Compensation of Staff Employees, 11.2.16 Addressing Conduct and Performance Issues, 11.2.20 Relocation of Global Faculty and Staff, 11.3 Global Human Resources General Employee Policies, 11.4 Global Human Resources Benefit Programs, 11.5 Global Human Resources Employment General Information, Graduate Academic Policies and Procedures Handbook, Stanford Safety, Security and Fire Report, Academic Staff-Teaching and Other Teaching Staff Handbook. Grievance procedure If you observe, or yourself have been a victim of discrimination or harassment or any other improper conduct, the H&M Group urges you to report it immediately by following your local grievance procedure. Except where prohibited or protected by applicable law, such records should be made available to a Competent Authority on request. The GRI Standards are structured as a system of interrelated standards that are organized into three series: GRI Universal Standards, GRI Sector Standards, and GRI Topic Standards (see Figure 1 in this Standard). Guidance to 2-23-a-iiiThe precautionary principle is set out in Principle 15 of theUNRio Declaration on Environment and Development[18]. It is sufficient that the organization provides a general description. PDF UN Guiding Principles Index 2021 - H&M Group Accountability: Policies and Commitments | Plan International The use of environmental remediation processes can be reported under 3-3-d-ii inGRI 3. 6.0 Formal procedure for resolving complaints. change of base period or length of the reporting period; change in the measurement methodologies or in the definitions used; error made in previous reporting periods. Part B provides guidance for companies on how to conduct GRDD. GRI Standards * Gender as specified by the employees themselves. Guidance to 2-6-bThe organizations value chain includes the range of activities carried out by the organization, and by entities upstream and downstream from the organization, to bring the organizations products or services from their conception to their end use. the process through which grievances are investigated; whether grievances are communicated to the. Step 2: Identify and assess adverse impacts, Step 5: Communicate how impacts are addressed, BSR, Gender Equality in Codes of Conduct Guidance. The organization is required to report sufficient information for information users to understand the type and the context of significant instances of non-compliance. For example, the most senior level in an organization could be thehighest governance body (e.g., the board) or the most senior executive(e.g., chief executive officer). Whistleblowing mechanisms are reported under Disclosure 2-26 in this Standard. HMP Global NAADAC Template | HMP Education Approving authority: Court Consultation via: CJNCC, GOE, Senate, Staff Committee Approval date: th24 May 2021 Effective date: st1 September 2021refreshed Dec 2021 Review period: Five years from effective date Responsible Executive: Global Director of HR In doing so, it offers concrete and operational guidelines on how to mainstream gender equality in specific employment policy areas. Termination payments extend beyond monetary payments, from transferring property to automatic or accelerated vesting of incentives. Using this StandardAn organization reporting in accordance with the GRI Standards is required to report all disclosures in this Standard. See section 1 inGRI 3: Material Topics 2021for more information. For information about the cookies we use, see our, Say Yes! PDF Complaint, Dispute and Grievance Policy - Project Management Institute It is provided bySafecall, via a secure web portal atwww.safecall.co.uk/report and by email:[email protected]. external benchmarks used in its sector to determine significant instances of non-compliance. The organization should report the information for the same reporting period as covered in its financial reporting. If all the workers performing work for the organization are employees and the organization does not have any workers who are not employees, a brief statement of this fact is sufficient to comply with the requirements under this disclosure. PDF Global Grievance Policy & Procedure - Heriot-Watt University Workers of an equipment supplier to the organization who perform regular maintenance on the suppliers equipment (e.g., photocopy machines at the organizations workplace) as stipulated in the contract between the equipment supplier and the organization. Providing a breakdown of employees by region gives insight into regional variations. These instruments also set out expectations for organizations to establish or participate in effective operational-level grievance mechanisms. Guidance to 2-10-b-ivCompetencies relevant to the impacts of the organization include competencies relevant to impacts commonly associated with the organizations sectors, products, and geographic locations. Individuals found to have engaged in misconduct constituting mistreatment shall be subject to appropriate disciplinary action, up to and including termination of employment. In the disclosures in this section, the organization is required to report information about its overall policies and practices for responsible business conduct, rather than information for specific material topics. Providing a breakdown of employees by gender gives insight into gender representation across the organization. Examples of such reasons are to accommodate employees requests to work reduced hours, or because the organization is unable to provide full-time employment to all employees. The organization should report the criteria used to determine when a change or error in previously reported information is considered significant enough to provide a restatement. Supply chain relationships and activities of other business partners should be covered in the policy framework. The aggrieved party has the right to appeal within 5 days and this process should be started by a submission in writing explaining the grounds for this appeal. the number of grievances filed during the reporting period that are repeated or recurring; changes made to the grievance mechanisms and remediation processes in response to lessons learned about their effectiveness. Plan Internationals policies support and promote transparency at all levels of our organisation and ensure we uphold the needs and meet the expectations of all our stakeholders, in particular the children and programme participants we exist to serve. 505 Broadway Global grievance policy February 2021 Document control Document owner Document administrator Document status Date of last review Review period Version number Document amendment history 1.0 Introduction It is essential to maintain constructive employee relations to support staff wellbeing and enable the proper functioning of Sightsavers. A region can refer to a country or other geographic locations, such as a city or a world region. If the organization provides termination payments, it should explain whether: Guidance to 2-19-a-ivClawbacks are repayments of previously received compensation that a highest governance body member or senior executive is required to make to their employer if certain conditions of employment or goals are not met. If the restatement relates to quantitative information, the organization should specify the quantitative change in the restated information (e.g., GHG emissions are 10% lower compared to the level of emissions previously reported). Regardless the decision should be presented in writing within 24hrs of the hearing. Global Discrimination Bullying and Harassment Policy and Procedures 2 Global discrimination Bullying and Harassment Policy| August 2022 Document control Document amendment history Version number Date Amendment summary Approved by 2.0 7.6.14 Reviewed and updated for use as a global policy 2.1 9.7.14 NY review This disclosure requires the organization to report the number of workers who are not employees and whose work is controlled by the organization. Human Rights policy that deliberately refers to gender as a priority and considers how there are gender-specific impacts of human rights risks. Practically, this means that companies evaluate and revise current policies and develop new ones if needed. Guidance to 2-23-fThe organization can report: This disclosure gives insight into how the organization embeds its policy commitments for responsible business conduct, including the commitment to respecthuman rights, throughout its activities and business relationships. Failure to report an incident may result in the offender not being aware his or her conduct is offensive and thereby repeating the activity. The organization can explain the reasons for not having this item, or describe any plans to develop it. Disputes over salary grades or salary/rate of pay, or disputes over a supervisors judgment regarding job performance or professional competence should be brought to the employees human resources administrator. termination payments for highest governance body members and senior executives are different from those for other employees; departing highest governance body members and senior executives receive payments other than those related to the notice period; Base salary, which is the sum of guaranteed, short-term, and non-variable cash compensation. This ensures that people at all levels act responsibly and with awareness of and respect for human rights. Expectations for responsible business conduct include complying with laws and regulations, respecting all internationally recognized human rights, including workers' rights, and protecting the environment and public health and safety. This written grievance should: 1) describe the incident, decision or practice that gave rise to the complaint; 2) cite the policy or procedure violated and/or rationale for concern; Continuity will take appropriate disciplinary action, which could include termination of employment in case of a finding of such violations or unlawful behavior. which can receive feedback on a broad range of issues, for example through an Ombudsman office or grievance mechanism tied to a line ministry. 1.03 . The organization can describe the areas where it applies the precautionary principle. the number and types of concerns raised during the reporting period, and the percentage of concerns that were addressed and resolved or found to be unsubstantiated. GRI 2: General Disclosures 2021 contains disclosures that the organization uses to provide information about its reporting practices and other organizational details, such as its activities, governance, and policies. Collective agreements can cover specific groups of workers, for example, those performing a specific activity or working at a specific location. Disclosure 2-8, together with Disclosure 2-7, gives insight into the organizations approach to employment, as well as the scope and nature of impacts arising from its employment practices. Guidance to 2-15-b-iiiThe organization should use the definition of controlling shareholder applied in the organizations consolidated financial statements or equivalent documents. Continuity will inform the aggrieved party of its decision in writing within 24 hours of the hearing being completed. Guidance to 2-6-b-iWhen describing its activities, the organization should report its total number of operations and explain how it defines operation. Guidance to 2-24-a-iExamples of different levels within an organization include thehighest governance body,senior executives, and operational levels. In some cases, stakeholder engagement is a right in and of itself, such as the right of workers to form or join trade unions or their right tobargain collectively.

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