Grievance Policy

A grievance is a complaint by an employee or a participant concerning any matter related to their respective relations with the Company. All grievances must be in writing. Using the form provided by The International Institute for Research & Human Development, you must state clearly and concisely all the known facts related to your grievance, including “who, what, where, when and the why.” Clearly explain why you disagree with act or omission that forms the basis for the grievance. Also explain what remedy you are requesting. You must sign and date the grievance.

Although there is no legal requirement that employers utilize a formal grievance procedure, the International Institute for Research & Human Development has established a simple reasonable grievance procedure which allows participants or employees a formal means to resolve disputes. We strongly believe Arbitration is faster and less expensive than litigation and that any dispute between you and the Institute may be resolved using this grievance procedure, with the exception of oral reprimands which are not recorded in your personnel file.

Although we seek to provide a workplace in which all participants and employees feel that they are an important part of The International Institute for Research & Human Development, and where participants and employees feel fairly treated, there may be times when you have a dispute with a trainer, supervisor, another participant or the Institute which can best be resolved through a formal procedure for dispute resolution. All disputes between any participant or employee and the Institute are to be resolved by in accordance with the following procedure. Please note, however, that the Institute reserves the right to modify this procedure at any time and nothing in this procedure should be construed to constitute a contract between you and the Institute or to constitute any part of a contract between you and the Institute.

Any dispute between you and the Company may be resolved using this grievance procedure, with the exception of oral reprimands which are not recorded in your personnel file.

Grievance Procedure

Preliminary Step

You must first address your grievance with your immediate supervisor. This may be done orally in informal discussion. If your informal attempts to resolve the matter are not successful, you may implement the formal grievance process.

Step 1

You must first submit your grievance in writing to your immediate supervisor. Grievances must be submitted within 20 business days following the date you first knew or should have known of the grievance. If you do not submit the grievance within the 10 businesses day period, you waive your right to assert it.

Your supervisor will respond in writing within ten 20 business days following receipt of your grievance. All grievances and replies in Step 1 must be in writing. If the grievance is not settled in Step 1, then you may proceed to Step 2.

Step 2

Within ten 10 business days following your receipt of the written answer to your Step 1 grievance from your supervisor, you may appeal the disposition of your grievance by your supervisor to Institute Executive Director. The Institute Executive Director will then undertake an investigation of your grievance and the underlying facts. Within 15 business days following receipt of your grievance the Executive Director will meet with you in person to discuss your grievance. The Executive Director will then provide a written response to your grievance within 15 business days following the date of your meeting.

Either party may, however, seek to enforce an arbitrator’s award in a court of competent jurisdiction

NB: The grievant bears the burden of proof as to the validity of the grievance.