---
description: >-
 Grievance Policy and Procedures (for all staff in China, Hong Kong, Singapore,
 Malaysia & Indonesia) 员工申诉管理制度(中国大陆、中国香港、新加坡、 马来西亚、印尼的全体员工适用)
---

Grievances Policy and Procedure - CN, HK, SG, MY, ID - SC Version

{% hint style="info" %}
B\&G Internal Policy No: HRGP0005

Version: 2.0

Release: 10 May 2021
{% endhint %}

##

In a Nutshell 总则

Bloom & Grow aims to provide all employees with a safe, productive, professional, enjoyable, legal and ethical working environment whether in the office or working remotely. 本制度旨在为所有在办公室办公和远程办公的员工提供一个安全、高效、专业、愉快、合法、合乎道德 准则的工作环境。

We take all grievances seriously and to this end, we want you to bring any grievances you have about the workplace to the attention of your supervisor and, if necessary, to upper level management. We have, therefore, created the following grievance procedures that apply to all employees. 公司重视员工申诉，为此，公司希望员工在工作中有委屈不满时能向其上司进行申诉。必要时，还可以 向高层管理人员进行申诉。鉴于此，制定了以下申诉流程制度。

##

Definitions

##

说明：

1. A “grievance” is any feelings of dissatisfaction or perceptions of injustice or unfair treatment affecting an employee, which arises out of her/his work situation or the employment relationship between the employee and the Company. 申诉是指提请公司管理层注意员工在工作或雇佣关系中的任何不满或受到的不公平待遇。 The definition excludes the processing of dissatisfaction with the outcome of disciplinary action through the Grievance Procedure. 该定义不包括已通过申诉程序处理后对处理结果不满再次申诉的情况。
2. A ‘Supervisor' is to the person whom the employee concerned reports to formally on a day-today basis, other than the position title. 上司除了是一个职位头衔外，更是指员工在日常工作中汇报的对象。

##

Policy

##

政策

The objective of the Grievance Procedure are to provide a formal channel for the communication of grievances in order to resolve issues at the earliest stage possible. The Grievance Procedure also aims to help maintain a positive working environment based on mutual respect and responsibility towards each other, and can avoid potentially protracted and costly legal action. 制定申诉管理制度的目的是提供一个正式的申诉沟通渠道，以便能尽早妥善处理好问题。同时也有助于 维持一个相互尊重、有责任感和积极的工作环境，避免不必要的昂贵劳资法律纠纷。

1. Guarantee - The employee and any person, who represents her/him, have the Company managements’ guarantee that her/his or their formal grievance action will not jeopardize his/her or their position in the Company. 承诺 - 公司的管理层承诺员工的正式申诉行为不会影响其在公司的地位。
2. Working Hours - It is essential that all proceedings, in terms of the grievance procedure, be held during normal working hours. Therefore all parties concerned must be allowed time off from their normal work to attend, as required. However, the direct report who is affected by the absence of an employee must be given ample prior warning of the intended absence. 申诉处理的工作时间 - 就申诉程序而言，所有的流程须在正常工作时间内进行，有关各方人员 可根据需要允许离岗出席。但须提前通知相关人员的直属上司有关其下属需离岗参加申诉程序。 B\&G Internal Policy No: HRGP0005 Version: 2.0 Release: 10 May 2021 2 COMPANY CONFIDENTIAL / INTERNAL USE ONLY
3. Timing - An employee must lodge a grievance within two (2) days of the occurrence that gave rise to the grievance. 提交申诉要求的时限 - 员工须在申诉事项发生之日起的2天内提交申诉要求。

##

Procedure

##

程序

##

Informal Stage

##

非正式申诉方式

You must first discuss the grievance with the immediate Supervisor concerned. Attempts should always be made to resolve matters by informal approaches. If the immediate supervisor is involved in the grievance, you can choose to discuss directly with them first. If you are uncomfortable in doing so, the next level of management should be approached.

员工首先向其直属上司提出申诉并进行商讨。先以这种非正式方式解决处理事件。如申诉事件的处理对 象涉及到直属上司时，员工可选择直接与上司商讨解决问题；但如员工觉得与涉事的直属上司商讨处理 问题不合适，可越级进行申诉。

##

Formal Stage – 1

##

正式申诉方式-第一步

If you do not believe that you have received an adequate response, then you should present your concerns to your Supervisor in writing and copy HR department. Please indicate what the problem is, those persons involved in the problem, and any suggested solution you may have to resolve the problem.

如员工不认同非正式申诉方式下处理的申诉结果，可以书面形式向你的直属上司提交申诉要求并同时抄 送给人力资源部。请写清楚申诉的事由、所涉及的人员以及任何解决方案的意见、建议。

The supervisor should then arrange a formal meeting, normally within 3 days, in order to consider the grievance. After due consideration the supervisor should then give their response in writing within a further 3 days.

员工上司应在收到申诉要求的3天内安排会议进行调查商讨问题，并于会后3天内予以书面回复。

##

Formal Stage – 2

##

正式申诉方式 – 第二步

If the matter is not resolved the employee may refer the matter in writing to their Head of Department, having notified their supervisor and the Group HR Manager. If Head of Department is involved in the grievance, the Group HR Manager should be consulted for advice.

如申诉在“第一步”未能得到解决，员工可以书面形式向部门负责人提交申诉要求，并通知直属上司和集 团人力资源经理。如申诉事件的处理对象涉及到部门负责人时，集团人力资源经理应给予员工指导意见。

The Head of Department \[or nominee] should arrange a formal meeting normally within 7 days in order to consider the grievance. After due consideration the Head of Department should then give their response in writing within a further 7 days.

部门负责人（或代理人）应在收到申诉要求的7天内安排会议进行调查商讨问题，并于会后3天内予以书 面回复。

In the event a Supervisor (in the Formal Stage – 1) is the Head of Department or any management position who is in charge of more than a department, the Formal Stage – 2 will be skipped to the Formal Stage – Final.

如在 “正式申诉方式-第一步”中的上司为部门负责人或为管理多部门的管理人员，申诉流程可跳过第二 步直接进入到最后一步。

##

Formal Stage – Final

##

正式申诉方式 – 最后一步

If the matter is still not resolved, the employee may ask the Group HR Manager to convene a Grievance Panel. The Grievance Panel will normally be composed of the Group HR Manager, a member of Senior Management and Chief Executive Officer or Chief Operations Officer, none of whom have prior involvement in the case.

如申诉在“第二步”还不能得到解决，员工可提请集团人力资源经理成立申诉处理委员会进行申诉处理。 申诉处理委员会通常由集团人力资源经理、一名高级管理人员和首席执行官或首席运营官组成，这些成 员均不是申诉事件中的涉事人员。

The Group HR Manager should arrange a formal meeting, normally within 14 days, in order to consider the grievance. The employee may invite a colleague to join the meeting.

集团人力资源经理应在收到申诉要求的14天内安排会议进行调查商讨问题。员工可邀请一名同事陪同出 席会议。

After due consideration the decision of the Grievance Panel will be given in writing within a further 14 days. The decision of the Grievance Panel will be final.

申诉处理委员会于会后14天内予以书面决定。申诉处理委员会做出的结论为最终结论。

##

Records

##

资料存档

Records should be kept at each stage of the procedure and proceedings. All records will be kept confidential in the related staff’s personnel file. 每个申诉流程、步骤的资料将存档。所有资料将作为机密资料保存在员工的个人档案里。

document end -
完结 - 备注：中文译本仅供参考，文义如与英文有差异，应以英文版本为准