Nonprofit Association of Oregon



Grievance Policy – Employees and VolunteersCBO NAME values creating a fair and equitable workplace that support employees and volunteers, respecting an individual’s right to pursue resolution of work-related problems that come up from the interpretation and use of CBO NAME’s policies and procedures. The following policy sets the process for how employees can submit a grievance to work-related problems. Grievance is defined as a protest by an employee or volunteer to the application or interpretation of any organizational policies, procedures, board directive or treatment of an employee that affects that employee or volunteer’s job, performance or working conditions.Employees and volunteers with a grievance are to take their problem to their immediate supervisor first. Supervisors are required to engage with the employee to review the grievance. If a resolution can not be found to the employee’s satisfaction, the grievance is to go up to the Executive Director for review. If the grievance is with the employee’s supervisor or their actions, the grievance can go to the Executive Director without going to the supervisor. The Executive Director’s review and decision on the grievance is the final word and binding for the grievance process.If the grievance is with the Executive Director, the employee may take the grievance to the board of directors. Employees and volunteers are requested to submit their grievance is writing to the board chair. The board of directors will review the grievance and respond within a timely manner. The board’s review and decision on the grievance is the final word and binding to all parties.All grievances will be reviewed with consideration to all applicable laws and ethics of CBO NAME. Resolution that supports all parties is the ideal outcome however there may be times that the final outcome may not meet the expectations of all involved. Employees and management will work together on how to move forward after all grievances. No employee or volunteer will suffer retaliation for the good faith use of the process, regardless of the outcome of the grievance. Any concerns of retaliation are to be reported to the Executive Director or to the Board depending on the source of the retaliation actions.Policy Roll-Out Checklist: Employees and VolunteersAdd additional chains of management to the reporting process if applicable.Go over the policy with all managers who could receive a grievance to ensure they know the procedures.Give a copy of the new policy to all active employee and volunteers, with proof of delivery (example: save email sent with all email addresses documented).Upon hire of any new employee or volunteer, make sure they receive a copy of the policy.Policy Roll-Out Checklist: Board MembersGive a copy of the new policy to all active board members, with proof of delivery (example: save email sent with all email addresses documented).In next board meeting, have agenda item to discuss the policy. Make sure to have notes taken for the meeting that are then saved.For all new board members, make sure they receive a copy of the policy. ................
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