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Grievance Procedures

The document outlines a 3-step grievance procedure for non-union employees at [Company Name] to address workplace concerns formally. Step 1 involves an informal discussion with the employee's supervisor. If unresolved, Step 2 is submitting a written complaint to the supervisor within 5 days. If still unresolved, Step 3 allows the employee to submit the complaint to senior management and HR for final review within 5 days. The process aims to provide a fair review of employee concerns.

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78 views2 pages

Grievance Procedures

The document outlines a 3-step grievance procedure for non-union employees at [Company Name] to address workplace concerns formally. Step 1 involves an informal discussion with the employee's supervisor. If unresolved, Step 2 is submitting a written complaint to the supervisor within 5 days. If still unresolved, Step 3 allows the employee to submit the complaint to senior management and HR for final review within 5 days. The process aims to provide a fair review of employee concerns.

Uploaded by

briant
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Grievance Procedures (Non-Union)

Purpose

[Company Name] recognizes that there are times when the need arises for
employees to express concerns or complaints in a formal manner. The following
procedures will ensure that nonunion employees receive a fair and unbiased review
of workplace concerns.

Employees with union representation should refer to the grievance procedures


outlined in the respective collective bargaining agreement.

Procedures

Step 1: Informal discussion with supervisor

Employee concerns should first be discussed with the employee's immediate


supervisor. Many concerns can be resolved informally when an employee and
supervisor take time to review the concern and discuss options to address the issue.

Step 2: Written complaint to supervisor

If the employee is not satisfied with the results of the informal discussion in Step 1,
the employee may submit a written complaint within five days to his or her immediate
supervisor to include:

 The nature of the grievance.


 Detailed information including evidence of the issue, witnesses, related
policies, etc.
 The remedy or outcome desired.

The immediate supervisor will have five working days to respond to the employee in
writing.

If the employee complaint is regarding illegal harassment, discrimination or


retaliation, the employee should submit the written complaint directly to Human
Resources.

Step 3: Written complaint to senior management

If the employee is not satisfied with the response from the immediate supervisor, the
employee may submit a written complaint to senior management for review. A copy
should also be sent to Human Resources. The request for review should include:
 An explanation of the grievance and details of all previous efforts to resolve
the issue.
 A copy of the written complaint submitted to the immediate supervisor.
 A copy of the immediate supervisor's written response to the employee's
complaint.
 Detailed information regarding the employee's dissatisfaction with the
immediate supervisor's response.

Senior management will consult with the employee's immediate supervisor, Human
Resources and any other relevant parties to evaluate the grievance and provide a
written response to the employee within five days. The outcome of the review by
senior management will be final unless new evidence or other circumstances warrant
additional review of the complaint.

Recordkeeping

Human resources will maintain records of the grievance process confidentially and
securely.

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