Approved by:

Effective Date:
Purpose:
To provide an effective and acceptable means for an employee to bring work-
related problems and/or complaints to the attention of the management. The
Company realizes that in any organization, problems, misunderstandings, and
difference of opinions may arise in the daily work situations; therefore, a procedure
or channel of communication must be adopted to help resolve the problems. The
Company recognizes it cannot expect to correct or eliminate every cause for
personal dissatisfaction, but does realize it has a responsibility to provide
employees with a method for bringing dissatisfactions out in the open where free
and open discussion can be made to arrive at a mutually satisfactory conclusion.
The following procedure was written with the intent of providing all employees fair
and equal consideration on job or work-related problems.
Policy:
A. Management recognizes the right of an employee under Company policy
without fear of retribution or prejudice. The Company guarantees that there shall
not be any discrimination or adverse action against employee who participates in
this process.
B. The employee may choose another employee to assist in the problem resolution.
C. The function of the Human Resource Administrator will facilitate administration
of the procedure by giving assistance when needed to both the employee and the
member of the management.
Procedure:
A. The employee will present the complaint to his or her immediate supervisor.
The supervisor will then:
1. Discuss the matter fully with the employee.
2. Obtain all relevant information.
3. Check with the Department Director concerned.
4. Consult with the Human Resources Administrator for assistance in
interpretation of the policy when necessary.
The supervisor will render a decision to the employee with a full explanation of the
reasons for the decision within three working days after receipt of the complaint.
B. If the employee is dissatisfied with the explanation in Procedure A, a written
statement should be submitted to the Department Director within two working days
from the previous decision.
The Department Director will then:
1. Review the situation
2. Make a written record
3. Send copies to the supervisor
The Department Director will render a decision in writing to the employee with a full
explanation of the reason for the decision within three working days after receipt of
the written statement.
C. If the employee is not satisfied with the decision reached by the Department
director, the employee has the right, within two working days, to appeal in writing
the decision and request a meeting with the Human Resources Administrator. The
department Director will make the necessary meeting arrangement at a convenient
time.
1. The Department Director will prepare a written report within two working days
for the Human Resources Administrator covering all data relating to the problem
including the decision reached and reasons for the same. A copy of the report will
also be given to the employee.
2. The Administrator will then meet within three working days with the parties
involved on an individual basis to review all prior transactions and decisions
reached. The Administrator shall, after careful review of the issue(s) involved,
render a final decision at the meeting or request additional time to review the
issues and the data presented. A written final decision shall be presented to the
employee within five working days of the meeting. A copy of the decision shall be
forwarded to the Supervisor. A copy should also be placed in the Human Resources
files.
* Working days a referred to in this policy are defined as Monday through Saturday,
excluding designated holidays.