TARRY HOUSE, INC.

 

Subject:  Staff Grievance Policy and Procedure

 

Procedure Number:  H.R. 007

Site: Tarry House and Tarry House Respite

 

Issued By: Executive Director

Effective: 12/19/02

Approved By: The Board of Trustees

Revised:  June 15, 2004

Reference Policy: Personnel Guidelines

Reviewed: June 15, 2004; 6/15/05; 7/19/06

Standards Reference:

CARF: Sections 1-F,G,H

ODMH: 5122-30-20

Approved: June 15, 2004

 

I.                   Policy

 

It is the intent of Tarry House, Inc. to be fair and reasonable with all employees at all times.  However, in the relationship of employee to employee or employee to employer, problems may develop.  Generally, satisfactory solutions to any problems employees may encounter are not found by discussing these problems with fellow employees or other members of the staff.  A problem or complaint cannot be handled fairly if employees do not let the proper people know of its existence.

 

If an employee has a question about interruption or application of agency policy, is in disagreement with a fellow worker or supervisor, or feels that he/she has been treated unfairly or that some problem has not been resolved to his/her satisfaction, he/she may use the following procedure for solution of such problems without fear of recrimination.  Failure to comply with any of the following time frames outlined below shall constitute a waiver of the grievance.

 

II.                Purpose

 

The purpose of the Grievance Policy and Procedure is to insure fair and equitable treatment for all employees and resolve problems so that constructive work-producing relationships can be maintained for the benefit of all.

 

III.             Procedure

 

Step 1 – The Immediate Supervisor

 

The employee will bring the situation to the attention of his/her immediate supervisor in writing within five (5) business days of the occurrence of the problem creating the grievance.  The written grievance will explain the nature of the problem, and the suggested solution if he/she has one. 

 

After being presented with the grievance, the supervisor will investigate and provide a solution or an explanation in writing to the employee within five (5) business days.

 

In the event that the supervisor fails to respond to the grievance within five (5) business days, the employee will proceed to Step 2.

 

Step 2 – Executive Director

 

If the answer or solution the supervisor gives the employee does not resolve the situation, the employee will be allowed five (5) business days to refer his/her problem in writing to the Executive Director.  The Executive Director will provide an answer in writing within five (5) business days of his/her written presentation of the grievance. 

Step 3 – Personnel Committee

 

If the employee is dissatisfied with the solution provided by the Executive Director, he/she will have an additional five (5) business days to appeal his/her grievance to the Personnel Committee in writing.

 

When the Personnel Committee receives the grievance, they will determine if steps 1 and 2 were followed.  If steps 1 and 2 have been followed, they will investigate the circumstances surrounding the grievance.  After careful consideration of all the facts, within ten (10) business days, the personnel Committee will render a final decision in writing to the employee which will be binding. 

 

 

 

 

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Executive Director                                                                                                        Date