Equal Opportunity and Grievance Redressal Cell Policy

webdew is committed to providing equal employment opportunities to all employees and applicants for employment and not to discriminate on any basis that is prohibited by law, including race, color, sex, age, religion, national origin, disability, marital status, or veteran status. It is our intent and desire that equal employment and growth opportunities will be provided in employment, recruitment, selection, compensation, promotion, demotion, layoff, recommendation, termination, and all other terms and conditions of employment.

The company is against the mindset of patriarchal society and acknowledges that with the betterment of education and urbanization, women are equally empowered. Each and every employee shall pay respect and behave appropriately towards every colleague irrespective of gender. Any complaint/misconduct against any woman employee shall not be tolerated. 

- Employees are directed to bring any violation of this policy to the immediate attention of HR by sending an email at hr@webdew.com
- The complaint will be confidential at this stage
- HR will convene the meetings and conduct preliminary investigation and enquiry.
- The grievance cell shall then decide the course of action to proceed after hearing both the parties.
- The complaint will stand dropped if the cell after an enquiry will not be able to prove prima-facie an offence.
- In case the grievance cell decides to proceed with the complaint, the wishes of the complainer shall be ascertained and if the complainer wishes that a warning will suffice then the alleged offender shall be called to the meeting of the grievance cell, heard and if satisfied that a warning is just and proper, he will be warned about his behaviour and non-occurrence of it. In case the complainer requests that the complaint should be proceeded with beyond a warning, the same may proceed within the manner prescribed hereafter.
- Any frivolous/ vexatious complaint lodged against the accused shall be viewed seriously after appropriate enquiry. The committee shall have the right to decide upon the course of action thereafter.
- If the complainer wishes to proceed beyond a mere warning to the accused, the accused shall be given in writing by the grievance cell an opportunity to explain within two working days why he should not be, for good and sufficient reasons, be punished.
- If the written explanation of the accused is not found to be satisfactory or if he does not provide any written explanation, the grievance committee will decide whether the offence deserves a minor penalty or a major penalty.
- In the event that the grievance cell decides that the accused be imposed a minor penalty, the said penalty will be recommended by the grievance cell to the chairman of the cell for decision.
- If the grievance cell reaches a conclusion that the accused, in case if his guilt is proved, should be imposed a major penalty, it shall make a recommendation of action. 

- Any employee who violates this policy or knowingly retaliates against an employee reporting or complaining of a violation of this policy can be subject to immediate disciplinary action, up to and including instant Termination without any benefits, salary compensation, experience certificate and as other means as deemed fit by the grievance cell.
- Complaints brought under this policy will be promptly investigated and handled with due regard for the privacy and respect of all involved.
- The grievance cell will provide assistance for taking preventive steps in the matter of gender discrimination and sexual harassment. 
 
Members of the Grievance Redressal Cell:
Chairperson: COO, Ms.Chehak Wadhwa 
Coordinator: HR
Member 1: Operations Manager
Member 2: Sales Manager/Service Manager

Schedule of Meetings:
- The cell will meet at least twice every calendar year
- Other than that, an emergency meeting shall be called on receipt of a complaint
- The quorum for the meeting should be at least half of the total members

Files to be maintained in Internal KB:
- Agendas and minutes of the meetings
- Grievances /complaints received
- Enquiry reports if any
- Solution offered and letter of acceptance from the aggrieved