Grievance Procedure Policy

GRIEVANCE PROCEDURE — [COMPANY NAME] Effective: [Date] | Version: [X.X] 1. PURPOSE [Company Name] is committed to a fair workplace. This procedure provides a structured process for raising concerns without fear of retaliation. 2. SCOPE Applies to all employees. Examples: working conditions, interpersonal conflicts, policy application, performance evaluation concerns, discrimination/harassment, pay issues, unfair treatment. 3. PRINCIPLES • Fairness: Impartial treatment for all parties. • Confidentiality: Handled as confidentially as possible. • Timeliness: Prompt resolution. • No Retaliation: Strictly prohibited. • Representation: Employee may bring a colleague to formal meetings. • Appeal: Dissatisfied employees may appeal. 4. INFORMAL STAGE (Recommended First Step) Step 1: Speak directly with the person involved. Step 2: If unresolved, discuss with your manager. Step 3: If concern involves your manager, speak with their manager, HR, or another senior manager. Most issues are resolved informally. 5. FORMAL STAGE If informal fails or the concern is serious: Step 1: Submit written grievance to HR ([HR Email]). Include: name, job title, description of concern, dates/times, people involved, witnesses, previous resolution attempts. Step 2: HR acknowledges receipt within [3] business days. Step 3: Investigation completed within [10] business days — interviews, document review. Step 4: Outcome communicated in writing within [5] business days of completion. 6. APPEAL Appeal in writing within [5] business days. Senior manager reviews and provides final decision within [10] business days. 7. CONFIDENTIALITY Information shared on a need-to-know basis. 8. NON-RETALIATION Strictly prohibited. A separate violation. 9. RECORDS HR maintains confidential grievance records for [X] years. I have read and understand this procedure. Name: _______________________ Signature: _______________________ Date: _______________________