Home / nonprofit / sample grievance policy nonprofit Sample grievance policy nonprofit 14/08/2021 A grievance procedure plan outlines a business"s procedures and guidelines for filing a formal complaint concerning a worklocation, job, and/or coworker dispute or worry. Businesses implement a grievance procedure plan to aid address employee involves in a constructive and also fair manner.You watching: Sample grievance policy nonprofitGrievance Procedure Policy - Free Template:Downpack our customizable grievance procedure plan in Microsoft Word format.Downfill NowIntroduction.<Company name> is mindful that there may be times once employees have to file an main complaint about unjust treatment, harassment, and/or health and wellness and security pertains to in the workplace. This grievance procedure policy was developed to clearly outline the process for these instances to ensure that all of our employees are heard and treated equally.Purpose.The propose of this grievance procedure policy is to (a) define the scope and also interpretation of grievances, (b) outline the procedure for reporting and also cshedding a grievance, (c) define the company"s confidentiality procedures, and (d) describe the disciplinary action steps for policy violations.Scope.This plan is applicable to all <company name> employees, consisting of paid interns, volunteers, and also seasonal, part-time, and also irreversible employees. A grievance can be filed versus any <agency name> employee, consisting of senior monitoring and also shareholders. <Company type of name> specifies a "grievance" as a formal job-related complaint, concern, and/or objection made by an employee.Grievance Procedure:Before filing an official grievance complaint, <agency name> asks that all employees testimonial the plan that directly results their complaint. For instance, if an employee files a sex-related harassment complaint, he/she have to consult the company"s Sexual Harassment Policy and also the human reresource (HR) department.<Company type of name> urges employees to deal with minor problems via the assist of a liaiboy officer, manager, and a human reresource (HR) department representative. If the informal complaint is not fairly and also constructively readdressed within <variety of days>, employees may file a formal grievance.Employees have the right to file grievances when:They have been victims of workarea harassment.Their wellness and security have been compromised.They"ve saw bad supervisor and/or management actions.Tbelow are unsimply changes made to the employment agreement.Policy guidelines are violated.Tbelow is a problem between coworkers, service providers, and/or management.See more: Sample Code Of Ethics For Nonprofit Organizations, Code Of Ethics<Company name> likewise recognizes that eexceptionally case is different and this list is subject to change, depending upon the meaning filed in the Grievance Complaint Form.Filing a Grievance.When filing a grievance, employees have actually the option of reporting their complaints making use of the company"s official online portal or contacting their direct supervisor and the HR department. In both instances, employees will certainly be compelled to finish and file a Grievance Complaint Form.Once the complaint has actually been submitted to the HR department, employees deserve to attfinish meetings via a witness or union representative, appeal decisions, and also depending on the severity of the complaint, refuse to attfinish work-related until the grievance is refixed.When a grievance is filed against another employee, the accused additionally reserves the ideal to:View and research a copy of the main grievance complaint.Formally respond to the complaint after consulting his/her union representative and also the HR department.Attfinish all formal meetings through a union representative or witness.Appeal the final decision.Company kind of Responsibilities.It is <firm name"s> responsibility to:Accept and thoapproximately investigate all Grievance Complaint Forms.Encertain that the grievance is reresolved within <number of days> days, depending on the severity of each situation.Treat all parties reasonably throughout the grievance process.Adhere to the no-retaliation plan once employees file a complaint against monitoring.Organize mediation meetings through the proper parties.Practice a high level of confidentiality throughout the grievance procedure.Accept and also investigate all appeals.Ensure that the last decision is imposed.Maintain precise and also in-depth records of each grievance.Confidentiality.<Company type of name> employees, consisting of senior monitoring and also HR representatives, are compelled to authorize a Confidentiality Covenant that limits them from pointing out the grievance before and also after it has actually been readdressed. All parties are prohibited from discussing the matter with any type of other <agency name> employee.Policy Violations.If an employee is found to have actually violated the grievance procedure plan, they will be topic to disciplinary action, as much as and including termicountry. The severity of each case will certainly identify the type of disciplinary action, which may encompass a verbal or composed warning, suspension, and/or termicountry.If an employee is unequivocally proven to have committed the grievance he/she is being accprovided of, <company name> will adright here to its Disciplinary Action Policy to ensure that the issue is refixed justly and according to firm guidelines.