Legal Status

Social and Economic Enhancement Programme (SEEP) is a Child Rights Based Organization established in 1986. SEEP is registered under Voluntary Social Welfare Organization Act 1961. The registration No. is Pab-149 (278)/86, dated – 23rd July 1986. SEEP is also registered under Foreign Donation Registration Ordinance 1978 (amended in 1982). Registration No. is 993, dated: 7th December 1995 which has been renewed on 3rd July, 2001, 28th May, 2007 & 06th January 2011 with effect from 07th December 2010. The organization is also registered with Micro-credit Regulatory Authority (MRA), the registration number is 00014-00052-00044, dated 05 September 2007.

SEEP Grievance Procedures

  • Scope
  • Objectives
  • Grievance procedures

Scope
These procedures apply to all SEEP staff (including staff working in donor funded programme)

Objectives
As an employer, SEEP , recognizes that from time to time a staff may wish to seek redress for grievances relating to his/her employment.

To this end the grievance procedures should be followed where a staff member has a grievance arising from their employment, except where the matter constitutes an appeal against a Termination/Dismissal decision, which cannot be appealed as per SEEP HR Policy.

The purpose of these procedures is to deal with grievances fairly, promptly and at the point of origin before they develop into major problems. Attempts should always be made to resolve matters by informal approaches.

Throughout these procedures the title ‘Reporting Officer’ is to be taken as the first line manager to whom the staff member concerned reports formally on a day-to-day basis.

Grievance Procedures

Informal stage
Attempts should always be made to resolve matters by informal approaches.
First stage

A member of staff who believes he/she has a grievance arising from his/her employment should raise the matter in writing with his/her reporting Officer, indicating that he/she seeks recourse to the grievance procedures. If the reporting officer is involved in the grievance then the next level of management should be approached.

The reporting officer should arrange a formal meeting, normally within 7 days, in order to consider the grievance. After due consideration the reporting officer should then give his/her response in writing within a further 7 days and advise the member of staff of his/her right to have their grievance heard at the next stage of the procedure.

Second stage
If the matter is not resolved, the staff member may refer the matter in writing to his/her Project Coordinator/Programme Manager, having notified his/her reporting officer. If the Project coordinator/Programme Manager is involved in the grievance then the Manager ,HR should be consulted for advice.

Project coordinator/Programme Manager should arrange a formal meeting normally within 14 days in order to consider the grievance. After due consideration Project coordinator/Programme Manager should then give their response in writing within a further 14 days and advise the member of staff of their right to have their grievance heard at the next stage of the procedure.

Third stage
If the matter is not resolved the staff member may refer the matter in writing to the Manager, Human Resource , having notified his/her Project coordinator/Programme Manager.

The Manager, Human Resource should arrange a formal meeting, normally within 14 days, in order to consider the grievance. After due consideration the decision of the Manager,Human Resource will be given in writing within a further 14 days and the member of staff will be advised of their right to have their grievance heard at the next stage of the procedure. If the Programme Manager is the Deputy Coordinator-SEEP then this stage will be skipped and he/she will go to the final stage.

Final stage
If the matter is still not resolved, the staff member may refer the matter in writing to the General Secretary and Coordinator. Manager, HR will arrange a formal meeting, normally within 21 days, in order to consider the grievance with the General Secretary and Coordinator. After due consideration, the decision of the General Secretary and

Coordinator, will be given in writing within a further 14 days. The decision of the General Secretary and Coordinator will be final.

Manager, HR as Staff Officer to GS and Coordinator, will assist the GS and record the summary of the findings.

Procedural advice

Manager, Human Resources may be consulted for procedural guidance by any party at any stage. Such guidance will be given without prejudice to any further involvement HR may have within the procedures.

Records

Records should be kept at each stage of the procedure and the written outcome agreed for accuracy by all parties. Records of grievance proceedings will be kept confidential and retained in HR file and his /her personal file.

Policy on Volunteering At SEEP- Local & Overseas

Introduction

1.1 This policy sets out the broad principles for voluntary involvement in SEEP. It is of relevance to staff, beneficiaries, and governing body of the organisation.

1.2 This policy was endorsed by Executive Committee, SEEP on March 27,2012 and was subsequently approved by Governing body and will be kept under review to ensure that it remains appropriate to the needs of SEEP and its volunteers.

Child Protection Policy

Introduction

1.1 This policy sets out the broad principles for voluntary involvement in SEEP. It is of relevance to staff, beneficiaries, and governing body of the organisation.

1.2 This policy was endorsed by Executive Committee, SEEP on March 27,2012 and was subsequently approved by Governing body and will be kept under review to ensure that it remains appropriate to the needs of SEEP and its volunteers.

Equal Opportunity Policy of SEEP

Introduction

1.1 This policy sets out the broad principles for voluntary involvement in SEEP. It is of relevance to staff, beneficiaries, and governing body of the organisation.

1.2 This policy was endorsed by Executive Committee, SEEP on March 27,2012 and was subsequently approved by Governing body and will be kept under review to ensure that it remains appropriate to the needs of SEEP and its volunteers.