Grievance Policy & Procedures

Introduction

Unleash Recovery is committed to maintaining a fair, respectful, and transparent work environment. This document outlines our procedures for filing and resolving grievances to ensure issues are addressed promptly and equitably.

Purpose This policy ensures that all grievances are handled confidentially, fairly, and efficiently, providing a clear path for resolution and protecting the rights and privacy of all parties involved.

Scope This policy applies to all employees, volunteers, and contractors of Unleash Recovery and covers grievances against colleagues, supervisors, HR personnel, and the Executive Director.

Policy

1. Confidentiality: All grievance-related proceedings will be kept confidential to protect the privacy of all involved parties.

2. Non-Retaliation: Retaliation against any individual who files a grievance or participates in a grievance investigation is strictly prohibited.

3. Impartiality: Grievances will be processed impartially, ensuring no involved parties participate in the decision-making process.

Procedures

1. Filing a Grievance:

   • General Grievances: Grievances against colleagues or supervisors will be submitted directly to Human Resources (HR) in writing.

   • Grievances Against HR Personnel: If the grievance involves HR, it should be submitted directly to the Executive Director.

   • Grievances Against the Executive Director: Grievances against the Executive Director should be filed directly with the Board of Directors.

   • Each grievance should detail the issue, specify the parties involved, and include any supporting evidence.

   • Ombudsman for Mental Health and Developmental Disabilities Involvement for Staff Rights or Complaints:

• If employees, volunteers, or contractors feel their rights have been violated or their grievances have not been addressed satisfactorily, they can contact the Ombudsman for Mental Health and Developmental Disabilities.

• The ombudsman acts as an independent party to ensure fair treatment and help resolve conflicts involving staff rights or organizational complaints.

• How to Contact the Ombudsman for Mental Health and Developmental Disabilities:

  • Phone: 218-279-2526

  • Email: [Insert Ombudsman’s Email Address]

  • Website: Office of the Ombudsman for Mental Health and Developmental Disabilities

1. Acknowledgment of Receipt:

   • The recipient (HR, Executive Director, or Board of Directors) will acknowledge receipt of the grievance within five business days and inform the grievant of the subsequent steps.

2. Preliminary Review:

   • The appropriate party (HR, Executive Director, or Board) will conduct a preliminary review to determine the validity of the grievance and whether it requires a full investigation.

3. Investigation:

   • An impartial Investigative Committee will be formed, excluding anyone directly involved in the grievance. If necessary, external parties may be included.

   • The committee will collect facts, interview witnesses, and review documents to make an informed decision.

4. Resolution:

   • The committee will propose a resolution based on the findings, including mediation, disciplinary actions, or other measures.

   • Resolutions involving senior executives or sensitive issues will require Board approval.

5. Appeals Process:

   • If the grievant is unsatisfied with the resolution, they may appeal to the subsequent higher authority (HR, Executive Director, or Board).

   • Appeals must be written and submitted within ten business days of the resolution notification.

6. Documentation:

   • All documents related to the grievance proceedings will be securely stored and accessible only to authorized personnel.

Board Involvement The Board of Directors is directly involved in grievances against the Executive Director and oversees the appeals process to ensure fairness and compliance with organizational policies.

Conclusion The Grievance Policy and Procedures of Unleash Recovery ensure that all grievances, regardless of their nature, are addressed in a manner that upholds our values of integrity and transparency. This policy supports our commitment to fostering a positive and productive workplace environment for all members of our organization.