NETWORK KINECTION, LLC. - 2014 - Laserfiche WebLink

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*Staff Grievance Policy and Procedures 1.0 POLICY 1.1 COMPANY NAME, is committed to providing a fair, safe and productive work environment where grievances are dealt with sensitively and expeditiously. An essential part of developing that environment is ensuring that staff is encouraged to come forward with their grievances in the knowledge that the responsible supervisors will take appropriate action to address those grievances. Grievances that are not addressed have the potential to grow into major problems that can cause tension, low morale and reduced performance and productivity. 1.2 Grievance resolution is an integral part of a supervisor's duties. Each supervisor has a responsibility to identify, prevent and address problems in the workplace. 1.3 Any member of staff may lodge a grievance regarding work-related problems. However, if other procedures exist that more appropriately address that grievance (i.e. sexual harassment or unlawful discrimination), that mechanism should be used. 2.0 PROCEDURES Preliminary Action 2.1 Before initiating the grievance procedures, complainants are encouraged to try to resolve any grievance directly with the person/s concerned. If this is not possible or appropriate, the complainant should proceed to Step 1 of the grievance procedures. 2.2 A staff member should raise their grievance with the person/s concerned as early as possible. Step 1 - Talk to immediate supervisor 2.3 Where the complainant has been unable to resolve the grievance, he/she should take the matter up with their immediate supervisor. Where the grievance involves the supervisor, the staff member should refer the matter to the supervisor's supervisor. 2.4 The supervisor should address the grievance with a view to resolving expeditiously, normally within two weeks of receiving the complaint. 2.5 Following resolution of the grievance, the supervisor should monitor the situation for a period of time.