Every effort is made to encourage employees to bring their
complaints regarding any work-related situation to the
attention of management. Employees will be provided with an
opportunity to present their complaints and appeal decisions
by management through a formal complaint and grievance
procedure. All complaints or grievances will be resolved
fairly and promptly.
1. A grievance is defined as an employee's expressed
feeling of dissatisfaction concerning conditions of
employment or treatment by medical staff members,
supervisors, or other employees or by any Fellow
candidates working in the practice. Examples of
actions which may be causes of grievances include:
A. Application of policies, practices, rules,
regulations, and procedures believed to be
detrimental to an employee;
B. Treatment considered unfair by an employee, such
as coercion, reprisal, harassment, or intimidation;
C. Alleged discrimination because of race, color, sex,
age, religion, national origin, marital status, or
any other non merit factor; and
D. Improper or unfair administration of employee
benefits or conditions of employment such as
vacations, fringe benefits, promotions, retirement,
holidays, performance review, salary, or seniority.
2. Employees are encouraged to use the Grievance Procedure
and will not, under any circumstances, be penalized for
Additionally, any employee having any concerns about the
safety or quality of care provided in the organization,
should feel free to report these concerns to the
accrediting agency of this organization.
This organization will take no disciplinary action
because an employee reports safety or quality of care
concerns to the accrediting agency.
3. Whenever an employee believes that he has a work-related
problem, the employee should bring the matter to the
attention of his supervisor. It is the responsibility of
the supervisor to investigate the grievance and to
communicate a decision to the employee within a reason-
able time. If the employee's problem is about the
immediate supervisor, the employee shall be permitted to
discuss the problem first with the Practice Manager or
Medical Director in order to avoid an awkward situation.
4. If the aggrieved employee is not satisfied with the
supervisor's decision, he will be permitted to appeal to
the next step in the complaint and grievance procedure.
The supervisor will reduce to writing, on an appropriate
form, the employee's grievance, the facts, and the
decision for review by the Practice Manager.
5. If the aggrieved employee is not satisfied with the
Practice Manager's decision, he/she will be permitted to
appeal to the next step in the grievance procedure.
The Medical Director or designated Shareholder will
discuss the matter with the employee after reviewing
the grievance, the facts as recorded, and the decisions
of the supervisor and the Practice Manager. The decision
will be communicated to the employee within a reasonable
time and recorded in the employee's file.
7. As used in this policy, the term 'reasonable time' for
reaching a decision concerning a grievance at any
organizational level will be five working days.
8. Information concerning an employee grievance will be
received in strict confidence. Supervisors, department
heads, and other members of management will discuss a
grievance only with those individuals who are involved in
processing the grievance.
9. Decisions on grievances will not be precedent-setting nor
binding on future grievances unless they are officially
stated as policy. Whenever possible, the decisions will
be retroactive to the date of the employee's official
Approved By Governing Board