Policy library
Every workplace policy, run the way the law expects.
Start from six ready policies, each with its form, workflow, timelines, committee rules and retention already set up, or create your own. Every policy runs on the same secure engine.
POSH
Internal Committee at every branch, statutory timelines and complete confidentiality.
Read the guide Companies Act, 2013 s.177Whistleblower
Truly anonymous reporting of fraud, bribery and misconduct, with two-way dialogue.
Read the guide Industrial Relations Code, 2020Grievance
A fair, time-bound path from local manager to committee, with an appeal window.
Read the guide Standing ordersDisciplinary
Charge notice, response, hearing and appeal, each step recorded in order.
Read the guide Your code of conductCode of conduct
Ethics breaches reviewed by one committee, with corrective action tracked to completion.
Read the guide DPDP Act, 2023Onboarding
Collect a new joiner's ID, contacts and consent securely, without email attachments.
Read the guide No code requiredYour own policy
Anti-ragging, anti-bribery, safety incidents and more, built on the same engine.
Create a policyHow a policy works
Four building blocks. One consistent process.
Every policy in TrustToSpeak, ready-made or your own, is built from the same four parts. Your admin adjusts them in minutes, and every case after that follows them exactly.
Form
What the reporter is asked, with conditional questions.
Workflow
Stages, deadlines and who can act at each step.
Committee
Who investigates, per location, with conflict checks.
Rules
Anonymity, tracking, retention and legal hold.
Prevention of sexual harassment (POSH)
The POSH Act asks a lot of employers: an Internal Committee at every office of ten or more people, an external member, a time-bound inquiry, strict confidentiality and an annual report. TrustToSpeak turns each of those obligations into a step the platform tracks for you.
Employees, interns, trainees, contract staff and visitors. On campuses, students and research scholars too.
- Each branch's QR code routes complaints to that branch's Internal Committee
- External member joins with time-bound access that ends at closure
- Statutory timelines built into every stage, with breach alerts
- Respondent linking and strict conflict-of-interest checks
- Campus mode: guardian proxy for minors and view-only evidence
- Annual report pack generated from the case record
- Submitted
- Admissibility review 7 days
- Committee assignment 3 days
- Investigation 60 days
- Findings 15 days
- Employer action 60 days
- Closed & archived
Whistleblower & vigil mechanism
People report fraud, bribery and financial misconduct only when they're certain they can't be identified. TrustToSpeak enforces anonymity in the platform itself. No setting, admin or vendor can switch it off, yet investigators can still ask follow-up questions.
Employees and directors, plus anyone else you open it to: vendors, customers or former employees.
- Anonymous submission with a secure two-way dialogue
- Always handled centrally, so no branch narrows down who reported
- Ethics committee with strict conflict-of-interest checks
- Protected 8-year retention under legal lock
- A complete, tamper-evident record for Audit Committee oversight
- Submitted
- Triage 5 days
- Ethics committee assignment
- Investigation 90 days
- Findings
- Closed & archived
Grievance redressal
Everyday concerns such as workload, pay, unfair treatment or facilities deserve a fair answer on time. Grievances start with the local manager, escalate to a committee when needed, and employees can accept the outcome or appeal it.
Employees and workers at every location.
- Acknowledgement deadline, so no grievance sits unanswered
- Manager responds first, with committee review if it isn't resolved
- Accept-or-appeal step built into the flow
- SLA alerts at every stage
- Trends by category and branch, so recurring issues surface early
- Submitted
- Acknowledged 3 days
- Manager response 15 days
- Committee review 15 days
- Resolution
- Accept or appeal 7 days
- Closed & archived
Disciplinary inquiry
A dismissal is only as defensible as the inquiry behind it. TrustToSpeak walks HR through the charge notice, the right to respond, a fair hearing and an appeal, enforcing every time limit and recording each step in order.
Initiated by HR or management in relation to an employee's conduct.
- Response period enforced before proceedings can begin
- Hearings, statements and proceedings recorded per sitting
- Optional appeal stage with its own deadline
- No self-tracking by the subject; updates go through HR
- 5-year retention under legal lock
- Incident logged
- Preliminary assessment 7 days
- Charge notice
- Response period 7 days
- Inquiry proceedings 30 days
- Findings & action
- Appeal 15 days
- Closed & archived
Code of conduct & ethics
Conflicts of interest, misuse of company assets, gifts and hospitality, and misuse of data: breaches of your code go to one ethics committee, and corrective action is tracked until it's actually done, not just decided.
Employees, managers and leadership.
- Named or anonymous reporting
- One central ethics committee for consistent decisions
- Corrective-action stage with its own deadline
- Reporter status tracking and chat
- Report received
- Ethics review 10 days
- Investigation 30 days
- Decision
- Corrective action 30 days
- Closed & archived
Employee onboarding
New-joiner paperwork is full of sensitive data: ID numbers, addresses, emergency contacts and bank details, usually sent as email attachments. Collect it encrypted instead. HR sends an invite, the joiner fills a form from a link, and the manager reviews it.
New joiners. They don't need an account.
- Invite links valid for 30 days, no account required
- Encrypted ID uploads and consent capture
- “Request corrections” sends it back to the joiner automatically
- Branch HR owns the joiners at their location
- Kept for 2 years, then archived
- Initiated by HR
- Employee details 7 days · invite
- Manager review 3 days
- Completed
At a glance
Sensible defaults. Every one adjustable.
Each policy ships with defaults that reflect its legal context. Your admin can change any of them except whistleblower anonymity, which is always protected.
| Policy | Handled | Reporter | Status & chat | Strict COI | Retention |
|---|---|---|---|---|---|
| POSH | Per location | Confidential | 7 yrs · locked | ||
| Whistleblower | Central | Anonymous | 8 yrs · locked | ||
| Grievance | Per location | Named | 3 yrs | ||
| Disciplinary | Per location | Raised by HR | 5 yrs · locked | ||
| Code of conduct | Central | Named or anonymous | 3 yrs | ||
| Onboarding | Per location | Invitee | 2 yrs |
Your own policies
If your organisation has a policy, TrustToSpeak can run it.
Clone a template or start blank. Name it, give it an icon and colour, design its form and workflow, and choose its rules. It appears in everyone's menu automatically, with the same encryption, access control and audit trail as every other policy. No code and no change request.
- Central or per-location handling
- Anonymous reporting on or off
- Strict conflict-of-interest and external-member rules
- Retention period and legal lock
Policies our customers can set up
Questions
About policies
Are the templates legally reviewed?
Each template is structured around its governing law and established practice in India. Every organisation's policies differ, so we recommend your legal team review the configuration before go-live, and you can adjust any form field, stage or deadline to match your approved policy document.
Can we run several policies at once?
Yes. Most organisations start with POSH and add whistleblower and grievance soon after. Each policy has its own form, workflow and committee, and they all share one secure platform, one admin console and one audit trail.
Does POSH work for schools and universities?
Yes. The POSH policy has a campus mode that adds students, faculty and staff as complainant types, a guardian proxy for minors, campus locations such as hostels and classrooms, and view-only evidence by default.
If we change a workflow, what happens to open cases?
Nothing breaks. Every case stays on the workflow version it started with, so you can improve a policy at any time without disturbing an inquiry already in progress.
Can different branches handle a policy differently?
Forms and workflows are shared across locations so the process is consistent everywhere. What changes per branch is who handles the case: each location can have its own committee. See multi-location.
Get started
Make speaking up safe, at every branch, from day one.
See how TrustToSpeak takes a complaint from a QR scan to a closed, audit-ready case in a 30-minute walkthrough tailored to your policies.
- 30-minute walkthrough
- Private sandbox
- Live in a day