Key Principles & Strategies for effective
Grievance Management.
Your Concern

believes in transparency in communication

The SAGE Group is immensely concerned about the SAGE family and so the Grievance Committee plays a crucial role in ensuring a healthy and harmonious work environment within our organizations. It usually entails addressing employee concerns promptly, fairly, and effectively. In the below stated, you can explore the key principles and strategies for effective grievance management that are applied by the group to promote a positive workplace culture.

The SAGE Group promotes a culture of open communication where our employees can be comfortable expressing their concerns. We here also encourage regular feedback sessions, anonymous suggestion boxes, and dedicated communication channels to ensure employees have a safe and accessible platform to voice their grievances. We always perch for our agitated employees and so proffers diverse channels to report grievances, such as email, an online portal, or a dedicated hotline. Succoring multiple options ensures that employees can choose the method they are most comfortable with, promoting inclusivity and accessibility.

The SAGE Group believes in transparency in communication so that the outcome of the investigation transpires and actions are taken with the concerned. We also ensure that feedback loops are established to allow employees to express their satisfaction or concerns regarding the resolution process.

Trust – the elusive quality in a working relationship...

Er. Sanjeev Agrawal

What does SAGE Group do to be fair

  • Treat every complaint of discrimination as a significant matter deserving of thorough consideration
  • Execute thorough and unbiased investigations to gather all pertinent evidence
  • Act swiftly and proactively to provide necessary support and resolution to the affected person
  • Respect the privacy of individuals by securely recording and filing grievances in a confidential manner
  • Maintain a neutral and impartial stance when addressing the concerns of both the complainant and respondent
  • Encourage open communication and coordination with unions to address discrimination complaints effectively in unionized environments
  • Foster a culture of continuous learning by providing regular training opportunities for managers and supervisors engaged in grievance resolution

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