Customer Abuse Policy Page

Definition of abusive behaviour:

Abusive behaviour refers to any behaviour that is harmful, threatening, or offensive to another person or group. Some examples of abusive behaviour include:

Physical violence: Physical aggression or force used against another person, such as hitting, pushing, or using weapons to cause harm.
Verbal harassment: Any kind of verbal abuse, such as name-calling, insulting, or making threats.
Threats: Expressions of intent to cause harm or negative consequences, such as threatening to harm someone physically or damage their property.
Discrimination: Treating someone unfairly based on their race, gender, age, religion, sexual orientation, or other characteristic.
Disrespectful conduct: Any behaviour that lacks respect, such as mocking, belittling, or ignoring someone's boundaries.

Consequences of abuse:

It's important to note that abuse should not be tolerated in any form, and both employees and customers have the right to a safe and respectful environment.

From an employee to a customer:

Legal consequences: If the abuse is severe enough, the employee could face criminal charges, such as assault or harassment.
Reputational damage: The abuse may lead to negative publicity for the company, potentially causing a loss of customers and a decline in the company's reputation.
Disciplinary action: The company may take disciplinary action against the employee, such as termination, suspension, or training.

From a customer to an employee:

Psychological harm: The employee may suffer from anxiety, stress, or trauma as a result of the abuse.
Decreased job satisfaction: The abuse may make the employee feel devalued or unsupported in their work, leading to decreased job satisfaction.
Loss of productivity: The employee may be unable to perform their job effectively as a result of the abuse, leading to decreased productivity.
Legal consequences: If the abuse is severe enough, the customer could face criminal charges, such as assault or harassment.

Here we practice zero tolerance policy towards any form of violence either towards our customers or our employees. Appropriate actions will be taken on the abuser.

Reporting procedures:

Through telephone (dedicated secure line) - 08045118899

Through email at: info@gnetservices.net

In writing (hard copy) to: No 23-A, 11 Main Road 2 Block, BTM 4 Stage 80ft Road, Bengaluru (Bangalore) Rural, Karnataka, 560076

Confidentiality:

Explain the importance of maintaining confidentiality in reporting and investigating abusive behaviour. Maintaining confidentiality in reporting and investigating abusive behaviour is essential for several reasons:

Protecting the victim: Maintaining confidentiality helps to protect the victim from further harm or retaliation. Victims may feel more comfortable reporting abuse if they know that their identity will be kept confidential.
Ensuring impartial investigations: Keeping the identities of those involved confidential helps to ensure that investigations are impartial and that the evidence is not influenced by outside factors.
Preserving the integrity of the process: Confidentiality helps to preserve the integrity of the investigation process by minimizing the risk of outside interference or pressure.
Encouraging reporting: Maintaining confidentiality can encourage individuals to report abuse, as they are more likely to come forward if they know their identity will be kept confidential.
Complying with legal requirements: In some cases, confidentiality is required by law. For example, privacy laws may prohibit the disclosure of personal information without the individual's consent. It's important to note that while maintaining confidentiality is important, it is also important to balance this with the need to take appropriate action to address the abusive behaviour. The company should have policies in place to ensure that confidentiality is maintained while also ensuring that appropriate action is taken to address the abuse.

In conclusion, maintaining confidentiality in reporting and investigating abusive behaviour helps to protect the victim, ensure impartial investigations, preserve the integrity of the process, encourage reporting, and comply with legal requirements.

Zero-tolerance policy:

Our company is committed to providing a safe, respectful, and inclusive environment for all employees, customers, and other stakeholders. We have a zero-tolerance policy towards abusive behaviour of any kind, including physical violence, verbal harassment, threats, discrimination, and other forms of disrespectful conduct.

We believe that everyone deserves to be treated with dignity and respect, and we will not tolerate any behaviour that is harmful, threatening, or offensive to others. We are dedicated to promoting a culture of inclusion, where all employees and customers feel valued and supported.

We understand the serious consequences that can result from abusive behaviour, and we take these issues very seriously. If any employee or customer experiences or witnesses abusive behaviour, we encourage them to report it immediately to our human resources department or customer service team. All reports will be investigated promptly and thoroughly, and appropriate action will be taken to address the situation.

We believe that by working together, we can create a safe and respectful environment for everyone. Our dedication to a zero-tolerance policy against abusive behaviour is a reflection of our values and our dedication to fostering a safe workplace and customer experience.

CANCELLATION AND REFUND POLICY

In case the customer cancels or disconnects services, the terms envisaged in the Customer Registration Form shall apply.
Refunds, if applicable, at the discretion of Gnet, will only be made to the customer account used for the original transaction within 15 working days. For the avoidance of doubt nothing in this Policy shall require the Gnet to refund the Price (or part thereof) unless such Price (or part thereof) have previously been paid by the customer.
The parties have fully read and the contents of the terms and conditions have been explained in vernacular, Verbatim and upon understanding, have signed the CAF( Customer Application Form) as a token of its acceptance/Consent and further with a clear understanding that it is valid and binding document on both the parties and can be enforced in the Court of Law.