Grievance Procedure

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
    so doing.
    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    
Control #169.1