Work related problems can arise in any place of employment. We hope individuals will try to reconcile differences on an individual basis. Should this not be possible, to resolve a problem quickly and fairly, the Company has developed a grievance procedure using the following steps:
1. If you have a problem, notify your supervisor immediately. Most difficulties can be settled promptly at this point. The supervisor shall respond in writing within five (5) days of meeting with you.
2. If the problem is not resolved to your satisfaction you (and a co-worker of your choice, if you wish) may go to the Human Resources manager and verbally explain the problem to him/her; or you may instead submit the problem to him/her in writing. This step should be taken within five (5) working days after your supervisor has given his/her decision or after the incident giving rise to your grievance, whichever is later. If the circumstances require it, the [previously identified official] will conduct an investigation.
Following his/her investigation, the human resource manager will respond in writing to your grievance. The decision shall be final.
Problem or grievance resolution policies can help reduce potential lawsuits. The problem resolutions should be documented in a timely manner. Every company should have a formal channel of communication to analyze and dispel grievances. The standard channels, according to the Personal Policy Handbook, are the following (p.385) :
The employee discusses grievance with supervisor.
The employee writes grievance and presents them to the Manager.
The employee presents written grievances to the Human Resources Administrator.
The employee presents written grievances to a top executive for a final decision.
Commentary (if any):
WARNING: Do NOT simply adopt a policy or add it to your handbook or manual without consulting with a qualified HR professional or employment lawyer. A sample policy may not be proper or even lawful in your particular situation. You’ve been warned.