Problem resolution policy

1. General of problem resolution policy

Company is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from company supervisors and management.

Company strives to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.

If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with company in a reasonable, business-like manner, or for using the problem resolution procedure.

If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps.

2. Procedure of problem resolution

The employee may discontinue the procedure at any step.

• Employee presents problem to immediate supervisor after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to HR dept or any other member of management.

• Supervisor responds to problem during discussion or after consulting with appropriate management, when necessary. Supervisor documents discussion.

• Employee presents problem to HR dept if problem is unresolved.

• HR dept counsels and advises employee, assists in putting problem in writing and visits with employee’s manager(s), if necessary.

• Employee presents problem to the CEO in writing.

• The CEO reviews and considers problem. The CEO informs employee of decision and forwards copy of written response to HR dept for employee’s file. The General Manager has full authority to make any adjustment deemed appropriate to resolve the problem.

Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone’s job security.

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This entry was posted on Friday, April 3rd, 2009 at 5:26 am and is filed under HR policies. You can leave a response, or trackback from your own site.

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