Business Mentor, Consultant And Trainer
Partner - Risk Management
Asso.prof.(commerce & Management) Pg
Deputy Manager - Hr
Theoretically speaking every company needs to have Grievance Redressal Mechanism irrespective of the number of employees. Grievances if redressed properly, give chance employees to vent their discontent and if foster environment of justice in the company. Nevertheless, for a start up a major challenge is survival. Will the survival of start up depend on the grievance redressal system? Please ask this question and take a decision. May it be noted that redressing grievances is a time taking process and can a start up afford spending time and energy in these activities?
As a via media, you may have policy on grievances. It will strike a balance between two extremes like not having any system and having full-fledged system.
Additional points: - Many entrepreneurs ignore giving definite shape to the organisation's culture. You may concentrate on this factor more than anything else. How to create a culture of performance, a culture teamwork, a culture accountability etc is of utmost importance.
6th July 2015 From India, Bangalore
We only provide infrastructure (spaces & utilities) to prospective startups. That means we will have almost 10 start ups incubating at a time in our facility. From that point of view, i need to find out if its compulsory viz any circular by Govt. to have Redressal Committee or framework.
6th July 2015 From India, Vadodara
6th July 2015 From India, Hyderabad
So just having a template or policy is not going to help'or resolve the issue.
Your clients are high risk, because most of them do not understand corporate culture and restraint. They would have kids out of college who don't understand docorum or maturity or that certain acts which were accepted in school actually amount to sexual harassment.
The cost of setting up and running a committee for a startup is very expensive. There are things in the act apart from the committee its self (like periodic sensitivity training, etc). So one option is to have a common committee and share the cost among the startup. Each startup business must notify to all employees of the policy and that the committee has been formed and how they can file a complaint.
6th July 2015 From India, Mumbai
I would rather need a clarity. I may be wrong, pl. correct me. Is it that your Society employs good no.of work force and your HR is thinking of a need to set up Redressal Mechanism and Sexual Harassment to female employees in your own organisation ?. What I understand from the details provided here is that yours is an umbrella setup who assist and provide infrastructure to start ups in Bio related areas. Statutory provisions are there but do you think it is necessary to have them in place in your estt.? What I could presume is the startups- enterprises will have their own establishments, employees etc. and you wish to guide them in this regard. Am I right ? Others have provided enough inputs which seems adequate.
8th July 2015 From India, Bangalore