establish a process for a fair, rational, and efficient resolution of disputes
between supervisors and employees.
employees have access to this process except members of a collective bargaining
unit (THIS MAY NOT APPLY TO YOUR ORGANIZATION).Probationary employees do not have access to this procedure in the case
of termination and extension of the probationary period.
employee can use this procedure to dispute an alleged violation of ABC policies
or relevant laws or regulations including anti-discrimination laws or
regulations that directly and adversely affect the employee.
are encouraged to bring any work-related problems to the attention of their supervisors
as soon as possible and discuss the concern.
should meet with the employee in a timely fashion in order to resolve the
an employee is not satisfied with this process, he/she may access the formal
is available during the informal resolution process. HR can help if the
employee is not comfortable approaching the supervisor.HR will meet with the employee, the supervisor,
or both if appropriate, to help resolve the issue.Hr can also help with policy interpretation,
employee and supervisor rights, and the formal grievance procedure.
employee can act as his or her own representative in any step of this
procedure.If representation is
requested, the employee can choose an employee representative who does not have
a vested interest in the outcome.
cannot be discriminated against for using this process. If an employee alleges
he or she has been discriminated against for exercising rights under this
policy, the complaint may be moved to Step II of the formal grievance
procedure.ABC condones acts of
discrimination by a supervisor against any employee as a result of his or her
involvement in this process as unacceptable conduct and a violation of ABC
I - Supervisor
informal attempts fail, an employee may file a formal grievance. The grievance
must be in writing, signed by the employee, and submitted to the supervisor
within working days of the incident causing the
grievance, or within working days from the date the employee had
reason to know of the incident.The
grievance must identify the policy that is alleged to have been violated,
provide details of the facts and outline the remedy sought.
that do not include these criteria will be rejected.
working days from receipt of the written
grievance, the supervisor will schedule a meeting with the employee. The
meeting will take place within working days from receipt of the written
supervisor will provide the employee with a written response within working days from the date of the meeting and
forward a copy to HR.
II - Review by HR
the grievance is not resolved at Step I, the employee may submit a written
appeal to HR within working days from receipt of the Step I answer.
Director of HR will schedule a meeting with the parties involved within working days from receipt of the written
appeal.The meeting will be held within working days of the receipt of the written
Director will investigate provide a written decision to the employee within working days from the close of the
meeting.Except as outlined in Step III,
this answer shall be final.
III - Special Review
an employee's complaint arises from a suspension without pay or discharge and
he/she is not satisfied with the Step II result, he/she may appeal in writing
to the VP of HR for special review within working days from receipt of the Step II
VP will review the case and the previous decisions.The VP may schedule a meeting on the
grievance at this step if deemed appropriate.The VP will issue a written decision within days from receipt of the request for special
review or the conclusion of the meeting on the grievance, if conducted,
whichever is later. The decision is final and binding.