Any participant wanting to file a grievance with respect to any aspect of a continuing education activity accredited by HMP Global may contact Samantha Joy, Senior Manager, Accreditation and Compliance, by phone at 609-371-1137, by email at accreditation@hmpglobal.com or in writing at 104 Windsor Center Drive, East Windsor, NJ . For more information about the role of the highest governance body in overseeing the management of the organizations impacts, see reference [20] in the Bibliography. In the event that the reporting individual does not wish to pursue the informal procedure, or in the event that the informal procedure does not produce a result satisfactory to the reporting individual, the following steps should be followed to report the grievance to initiate a formal procedure: Prompt reporting of complaints is strongly encouraged as it allows for rapid response and resolution of objectionable behavior or conditions for the reporting individual and any other employees. In cases where group grievances are addressed, a maximum of two observers will be allowed to attend the grievance process in addition to the representatives. No employee shall be subjected to discrimination or adverse treatment for participating in a grievance procedure. Others are overt and linked to women-specific matters, such as maternity or motherhood. Stakeholders are individuals or groups that have interests that are affected or could be affected by the organizations activities [11]. [11]. In production job categories, there are fewer women supervisors, and they tend to have jobs that require less technical skill and are also lower paid. Any actions that have been taken so far by any of the parties concerned. This information gives insight into the profile and scale of organizations and provides a context for understanding their impacts. Grievance mechanisms enable stakeholders to raise concerns about, and seek remedy for, the organization's potential and actual negative impacts on them. Records of the following are to be made and kept for seven (7) years: The policy set out in paragraph 4 applies to a non-employee who has a grievance to make against the Company. These may includebusiness partners(e.g., joint ventures) and other entities directly linked to the organizations operations, products, or services (for examples, see the note in the definition of business relationships). Reporting these numbers in FTE gives insight into the hours worked. Any employee who feels they have been subjected to mistreatment should communicate the matter immediately and directly to either the Office of Human Resources, the Program Manager, or Senior Management. All Campuses . 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 plan-international.org Grievance Policy Created: September 2017 1 This document provides guidance for all staff and employees of Plan International Ltd, Plan International Inc and its subsidiaries on its Grievance procedure. For example, an organization can state that its policy commitment covers all internationally recognized human rights, and also references the rights to privacy and freedom of expression in particular because the organization has identified that its activities have an impact on these rights. the quantity of products or services provided during the reporting period (e.g., number of products or services provided, net sales of products or services provided); whether it sells products or services that are banned in certain markets or are the subject of. Other UN instruments elaborate further on the rights of indigenous peoples; women; national or ethnic, religious and linguistic minorities; children; persons with disabilities; and migrant workers and their families. If the organization cannot report the required information about an item specified in a disclosure because the item (e.g., committee, policy, practice, process) does not exist, it can comply with the requirement by reporting this to be the case. Description: BSRs Gender Equality in Codes of Conduct Guidance provides a framework for companies to integrate gender equality considerations into the standards they use to set supply chain ethical requirements. Why is Gender-Responsive Due Diligence important? : direct supervisor, senior Supervisor, site HR, PM, RPM, SPM, DO, HQ HR or an executive) with a written submission, which gives details of the grievance; these should include: When the incident(s) happened or has been happening. Guidance to 2-24-a-iiThe organization can describe: Guidance to 2-24-a-iiiThe organization can describe: Guidance to 2-24-a-ivThe organization can report: The organization can report whether the training covers how to implement the policy commitments in general or in specific situations (e.g., ensuring the commitment to privacy when handling customers personal data, ensuring the policy commitments are considered in procurement practices). This should take the form of an informal discussion between the aggrieved party and an appropriate manager. The organization can use another methodology for reporting these numbers. Cooperate with official investigations, and not participate in or tolerate from their Personnel, the impeding of witnesses, testimony or investigations. Guidance to 2-8-a-i and 2-8-a-iiWhen reporting its contractual relationship with the most common types of workers, the organization should report whether it engages them directly or indirectly through a third party, and in the latter case, who this third party is (e.g., employment agency, contractor). For example, an increase in the number of workers who are not employees during the reporting period could be due to a seasonal event. See references [2], [3], [4], [5], [6], [8], [10], [21], [25], and [26] in the Bibliography. Guidance to 2-25-dThe organization can describe, for example, how it engages withstakeholderswho are the intended users of the grievance mechanisms, to understand how they want to access the mechanisms to raise concerns, and their expectations about how the mechanisms will operate. We recognise our duty to be as effective and efficient as possible and to be accountable to all our stakeholders. which can receive feedback on a broad range of issues, for example through an Ombudsman office or grievance mechanism tied to a line ministry. Grievance procedures are set out in our Grievance Policy. Reporting the number of workers who are not employees at the end of the reporting period provides information for that point in time without capturing fluctuations during the reporting period. The following comprise Continuitys Grievance Policy (all information will be held confidential): An employee who has a grievance over any work-related issue has the right to raise their concerns with Continuity management. The disclosures are based on expectations for businesses contained in authoritative intergovernmental instruments.1. An employee covered by more than one collective bargaining agreement only needs to be counted once. In the case of formal action the aggrieved party should provide Continuity management with a written submission, which provides details of the complaint (Nature, time, place and those involved). Guidance to 2-2-cA minority interest is an ownership interest in an entity that is not controlled by the parent entity. Your feedback about the Administrative Guide website will be carefully reviewed. * Gender as specified by the employees themselves. Continuity Global Solutions (Continuity) is committed to maintaining a collegial work environment in which all individuals are treated with respect and dignity. The objective of these negotiations is to reach a collective agreement on working conditions and terms of employment (e.g., wages, working time) and to regulate relations between employers andworkers. Investigate allegations promptly, impartially and with due consideration to confidentiality. Global Discrimination Policy. Depending on the organizations activities, sectors can be identified using the GRI Sector Standards or classification systems such as the Global Industry Classification Standard (GICS), the Industry Classification Benchmark (ICB), the International Standard Industrial Classification of All Economic Activities (ISIC), and the Sustainable Industry Classification System (SICS). Sector Standards Advice should be sought from senior managers (particularly the Director of Human Resources and the Head of Legal and Contracts) from the outset. Formal Process. For example, a bank may give particular attention in its policy commitment to avoid discriminating against specific categories of customers, or a mining organization may give particular attention to avoid infringing on the rights of indigenous peoples. Informal Dealing. The Sustainable in a Generation Plan by Mars Inc demonstrates how a systematic commitment to gender equality can lead to further success for the company and their employees. 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. See references [7], [19], [22], [23], [24], [26], and [30] in the Bibliography. They also include mechanisms administered by industry associations, international organizations, civil society organizations, or multi-stakeholder groups. Global Grievance Policy with an added focus on how gender influences the type and impact of grievances that can occur and what grievance mechanisms and procedures should look like to ensure they are safe and accessible to women. The rest of the Introduction section provides an overview of the system of GRI Standards and further information on using this Standard. 3.2 All employees have the right to raise a formal grievance should the informal process fail. The following are examples of workers who are not employees and whose work is controlled by the organization. Guidance to 2-23-a-iiiThe precautionary principle is set out in Principle 15 of theUNRio Declaration on Environment and Development[18]. 3.5 In most cases, whistleblowing claims need to be made promptly and at the latest within the three-month period following the date of the act complained of. Design and implement gender-responsive policies on human rights issues that articulate the companys commitments to these issues; Embed these policies into management systems to ensure that they are implemented as part of the regular business processes; Incorporate expectations and policies on human rights, including specific reference to womens rights, into engagement with suppliers and other business relationships. to Keeping Children and Programme Participants Safe and Protected, Global Policy on Values, Conduct and Whistleblowing, Harassment, Bullying and Discrimination Policy, Global Anti-Fraud, Anti-Bribery and Corruption Policy, International Committee on Fundraising Organisations, Humanitarian Quality Assurance Initiative, International Council of Voluntary Agencies, International Red Cross and Red Crescent Movement and NGOs in Disaster Relief, 020 Gender Pay Gap Report for Plan Internationals UK-based Global Hub, Plan International is a founding member of, The management and operations of Plan Internationals central organisation have been independently assessed by the, Plan International is externally verified by the, Plan International is a signatory to the Code of Conduct for the, Plan International is an affiliate member of the. The percentage of employees covered by collective bargaining agreements is calculated using the following formula: Number of employees covered by collective bargaining agreements___________________________________________________, Total number of employees reported under 2-7-a. The organization is required to apply these definitions when using the GRI Standards. In making the decision upon the outcome and Continuitys position the manager should consult the Director of Human Resources, Head of Legal and Contracts or other senior managers within the Company and is encouraged to do so. Termination payments extend beyond monetary payments, from transferring property to automatic or accelerated vesting of incentives. Guidance to 2-23-eIf the policy commitments apply to all of the organizations activities andbusiness relationshipsequally, a brief statement of this fact is sufficient to comply with the requirement. When calculating the ratio, the organization should, depending on the organizations remuneration policies and availability of data, consider all of the following: The annual total compensation ratio can be calculated using the following formula: Annual total compensation for the organization's highest paid-individual_____________________________________________________________, Median annual total compensation for all of the organization's employees excluding the highest-paid individual. Entities downstream from the organization are those that receive products or services from the organization. the estimated number of suppliers throughout its supply chain and in each tier (e.g., first tier, second tier); the types of activities related to the organizations products and services carried out by its suppliers (e.g., manufacturing, providing consulting services); the sector-specific characteristics of its supply chain (e.g., labor-intensive); the estimated monetary value of payments made to its suppliers; the geographic location of its suppliers. The organization is required to apply the definitions in the Glossary. If both parties agree that the grievance has been resolved satisfactorily no further action need be taken but the manager should make an informal note to record the event, its nature and outcome. It can also include the reasons for the fluctuations. Providing a breakdown of employees by region gives insight into regional variations. Global Health and Safety policy which specifically considers maternal health and how safety issues could affect women differently. 6.0 Formal procedure for resolving complaints. Guidance to 2-23-b-iHuman rights are rights inherent to all human beings and are all interrelated, interdependent, and indivisible. The latter has the right to appeal if they are dissatisfied. The head count gives insight into the number of individual workers, whether on a full-time or part-time basis. Plan International cannot achieve its mission without being open and honest towards our donors, staff, children and programme participants we serve. This glossary provides definitions for terms used in this Standard. Additionally, the organization can report information about the effectiveness of the mechanisms, including: This disclosure addresses non-compliance, or failure to comply with, laws and regulations that apply to the organization. A basic grievance is defined as a claim that the Continuity has violated a published policy in the manner in which an employee was treated. GRIEVANCE POLICY. the means through which it communicates the policy commitments (e.g., newsletters, formal or informal meetings, dedicated websites, contractual agreements); how it identifies and removes potential barriers to the communication or dissemination of the policy commitments (e.g., by making them accessible and available in relevant languages). Use the Sector Standards that apply to your sectors how its purpose, business strategy, and business model aim to prevent negative impacts and achieve positive impacts on the economy, environment, and people; its short and medium-term strategic priorities for contributing to sustainable development, including how the priorities are aligned with authoritative intergovernmental instruments; the broader trends (e.g., macroeconomic, social, political) affecting the organization and its strategy for contributing to sustainable development; the key events, achievements, and failures associated with the organizations contribution to sustainable development during the, a view of performance against goals and targets related to the organizations. 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. Continuity will take appropriate disciplinary action, which could include termination of employment in case of a finding of such violations or unlawful behavior. The organization can also explain the reasons for non-guaranteed hours employment. This disclosure covers all employees who perform work for any of the organizations entities included in its sustainability reporting as reported under Disclosure 2-2 in this Standard. For this reason, contextual information should be provided to help information users interpret the data. 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. The disclosure is only relevant to environmental remediation processes (e.g., processes to remove contaminants from soil) when these are connected to impacts on stakeholders or grievances raised by stakeholders. Critical concerns include concerns about the organizations potential and actual negative impacts on stakeholders raised through grievance mechanisms and other processes. The information reported under these disclosures is important for understanding how the management of the organizations impacts on the economy, environment, and people, including impacts on their human rights, is integrated into the organizations strategy and operations. July 20, 2022 HRMS Table Of Contents If something unfair and unusual happens to the employees at work, a company has several procedures to deal with the misconduct called grievance that the employee may file. Operational-level grievance mechanisms are administered by the organization either alone or in collaboration with other parties and are directly accessible by the organizations stakeholders. The organization should provide a restatement of information when it has learned that the previously reported information needs to be revised. 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. The disclosures in this section provide an overview of the organizations activities, employees, and other workers. Formal Approach. Discrimination is often addressed in codes of conduct through either the principle of nondiscrimination or of equal opportunities pertaining to all aspects of the employment relationship, where gender is one among other potential factors for discrimination. This disclosure covers the organizations policy commitments for responsible business conduct, including the commitment to respect human rights. Guidance to 2-4-a-iExamples of reasons for restatements of information include: Guidance to 2-4-a-iiThe effect of the restatement refers to the consequences of the change or correction made to previously reported information. Guidance to 2-25-cRequirement 2-25-c coversremediationprocesses other than grievance mechanisms. Responsible Marketing including a commitment to combat gender stereotypes and to enhance supplier diversity. 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. policies and procedures that set financial and other performance incentives for management or workers; how it applies the policy commitments when making decisions, such as about its sourcing and operating locations; the systems (e.g., internal audit) it uses to monitor compliance with the policy commitments throughout its activities (across functions and geographic locations) and throughout its business relationships.