Conciliation Process

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Revision/Review Date Board Approval Date Effective Date

Policy

The policies, procedures, rules and practices of PIC are designed to benefit the consumers, service providers, employees and the organization.  The Executive Director and Supervisors are responsible for applying and enforcing them consistently and fairly.  Employees who believe there has been a violation, misinterpretation or unfair application of a policy, procedure, rule or practice may question that application through a conciliation process.

Practice

No Retaliation

Employees who pursue the conciliation process will not be discriminated against, retaliated against or suffer any reprisal for using the conciliation process.

  1. Steps
    1. An employee may bring into this process an allegation of a specific violation, misinterpretation or misapplication of a specific policy, procedure, rule or practice of PIC that has negatively affected them.  
    2. Vague or general charges of “unfairness” that are not supported by allegations of specific fact will not be processed under this procedure. 
    3. The conciliation process encourages resolution at the lowest level and following the chain of command by consisting of the following three steps.  
  1. Step One
    1. Employees should arrange a meeting with their supervisor to discuss the problem or concern as soon as possible, but no later than 30 calendar days from the alleged violation.
  1. Step Two
    1. If the meeting with the supervisor does not reconcile the problem or concern, the employee may submit her or his concern in writing to HR within 10 days of the meeting with the supervisor.  
    2. HR will meet with the employee to discuss the problem or concern within 10 working days.
  2. Step Three 
    1. If the meeting with the HR does not reconcile the problem or concern, the employee may submit her or his concern in writing to the Executive Director within 10 days of the meeting with the Manager.  
    2. The Executive Director will meet with the employee and make a written decision within 10 working days.
    3. The decision of the Executive Director concerning the grievance is final, except in the case if a substantial claim of discrimination that involves adverse action unlawful under state, federal, or local law.  

An Executive Director may extend a deadline for any reason beneficial to the agency.