Posts filed under ‘B. Conflict Resolution’
Conflict Resolution Procedure
- This procedure is intended for general conflict resolution. Employees must use this procedure. Employees wishing to proceed must comply with all aspects of this procedure. Failure to do so will forfeit the employee’s right to any further consideration of the complaint by the Agency or by any court.
There are alternative procedures available to resolve allegations of unlawful discrimination or of harassment. They are outlined in the sections of this handbook discussing discrimination and harassment.
- The Procedure.
All actions filed by Transition Projects employees under this Procedure are treated confidentially. An employee having a complaint or question relating to wages, hours or working conditions (including termination of employment or any other discipline, any aspect of the job, an employee’s relationship with the agency or a coworker, etc.), or the interpretation of any of the provisions of this Handbook or any of the agency’s policies or rules, must follow these procedures:
STEP 1: Discuss the problem with your immediate supervisor. You must discuss the problem with your supervisor within ten calendar days of the occurrence of the complaint or problem (or when you knew or should have known of its occurrence). If you are supervised by the Executive Director, skip step 1.
STEP 2: If you are not satisfied with your supervisor’s response, refer your written complaint to the Executive Director with copies to your immediate supervisor. Within seven working days of receiving a written request for further consideration of the complaint, the Executive Director will schedule a conference with the aggrieved employee. Within five working days of the conference, the Executive Director will provide a response to the aggrieved employee with a copy to the program manager.
STEP 3: If you are not satisfied with the response at Step 2, or if your complaint is against the Executive Director, you may refer your complaint to the Board of Directors by making a written request within ten calendar days of receiving a Step 2 response. If you do not make a written request within ten calendar days, your right to further consideration is forfeited.
The Board must review the complaint and hear discussion of it within fifteen working days of receipt of the written complaint. All parties in the hearing/discussion process may have legal counsel and if meetings between the parties are held, legal counsel may be present.
The Board will rule only on whether the Executive Director’s actions or resolution is consistent with the Personnel Policies. If so, no further action will be taken. If the action or ruling was inconsistent with established Personnel Policies, the Executive Director will be directed to resolve the matter within the established policies. If so directed, the Executive Director will provide the Board the revised resolution within ten working days. If the Board accepts the new resolution, they will inform all involved parties in writing within ten working days. This resolution will be binding.
- Final and Binding Effect.
Our answer at any step is final and binding on all of us unless the matter is appealed to the next step within the time limits. Our Board of Directors’ answer at Step 3 will be similarly final and binding.