Grievance System

1. Summary

1.1 Reliant Mission ("Reliant") intends to support a work and ministry environment that exemplifies and upholds Christian values, maintains the dignity and worth of all individuals, and fosters relational trust. Knowing that interpersonal conflicts may arise and are part of being in community together, Reliant encourages employees and volunteers to seek to resolve complaints and conflicts with other Reliant employees, volunteers, supervisors, and church or ministry leaders directly. We also recognize that there are times when the need arises for employees and volunteers to express concerns or complaints in a more formal manner; it is for this purpose that this policy was created.

2. Scope of Policy

2.1 The purpose of this policy is to provide a fair and structured process to employees and volunteers for reviewing and addressing workplace management concerns and complaints.

2.2 If the employee/volunteer grievance is regarding harassment, discrimination, abuse, or retaliation in violation of state or federal law, or could be considered a whistleblower complaint, the employee/volunteer should direct his/her grievance to the HR Director or via Reliant's third-party Employee Reporting Hotline. Refer to the following policies: Workplace Harassment and Discrimination and Suspected Misconduct and/or Fraud, and Whistleblower Protection.

3. Objectives

3.1 The objectives of this policy are:

1. To give serious attention to grievances and grievants, allowing adequate time for grievances to be processed, yet bringing them to as swift and decisive a resolution as possible;
2. To account for and mitigate perceived and actual imbalances of power (e.g., gender, position, culture, etc.) that might exist between the grievant and offender;
3. To work creatively at the resolution of the problems so that the interests of all parties are given serious consideration, and the process is not viewed as win-lose; and
4. To provide carefully outlined procedures for the resolving of grievances, yet allowing flexibility for unique elements in each case.

4. Grievance Procedure

Step 1: Informal discussion with supervisor

Employee/volunteer concerns should first be discussed with the grievant's immediate supervisor, if possible. Many concerns can be resolved informally when an employee/volunteer and supervisor take time to review the concern and discuss options to address the issue. However, if the supervisor is the subject of the complaint or is closely involved, the grievant may skip to Step 3.

Step 2: Written complaint to supervisor

If the grievant is not satisfied with the results of the informal discussion in Step 1, the employee may submit a written complaint (can be made via email) to his or her immediate supervisor to include:

• The nature of the grievance;
• Information including evidence of the issue, witnesses, related policies, etc.; and
• The remedy or outcome desired.

The supervisor should respond to the grievance in a timely manner.

Step 3: Formal complaint to church or ministry partner leadership (e.g., elder board, personnel committee, board of directors)

If the grievant is not satisfied with the response from the immediate supervisor, the employee should submit a formal complaint to the local church or ministry partner leadership. It is recommended that the complaint is made in writing. If the church or ministry has a grievance policy, the employee should follow the policy as long as it doesn't conflict with Reliant's Grievance System.

Step 4: Written complaint to Reliant Management

If the grievant is not satisfied with the response from the local church or ministry partner leadership, the employee may submit a written complaint to Reliant Management (via notifyHR@reliant.org) for review and consideration. This written complaint should include:

• An explanation of the grievance and details of all prior efforts to resolve same;
• A copy of the written complaint submitted to the immediate supervisor and the church or ministry partner leadership (if applicable);
• A copy of any written response(s) to the employee's complaint (if applicable); and
• Information regarding the grievant's dissatisfaction with the immediate supervisor's or church or ministry partner leadership's responses.

Step 5: Investigation by Reliant

Reliant Management will consult with the grievant's immediate supervisor, Human Resources, and any other relevant parties, including the grievant's local church or ministry, to evaluate and investigate the grievance and make every effort to resolve it. All steps toward resolution will be documented by Reliant Management.

Step 6: Appeal to Reliant President & CEO

If the grievant feels the grievance has not been adequately resolved, he/she may appeal to the Reliant President & CEO for further investigation and resolution. The President & CEO may appoint an impartial individual, committee, or third party to handle the grievance investigation.

Step 7: Mediation and Arbitration

In the highly unlikely event that Reliant and the grievant are unable to resolve a dispute relating to any aspect of employment, or termination thereof, or any provision in the Field Manual, the grievant agrees (by signing the required Employee Acknowledgement Form) to attempt to resolve the dispute without resorting to civil litigation by submitting the dispute to mediation, and if not successful, arbitration.

5. Protection Against Retaliation

5.1 No adverse action may be taken against any employee because of their good faith participation in any part of the grievance procedures outlined in this policy. An adverse action is any action that materially affects that individual's terms and conditions of employment.

6. Related Provisions

6.1 Reliant will attempt to treat all grievances fairly and with respect. Reliant is dedicated to accepting constructive criticism with open-mindedness and will attempt to be courteous and respectful of all persons. If at any time an employee feels the grievance is not being handled properly or fairly, he/she may contact Reliant's President & CEO.

Standards of Conduct pages

• Appearance - Dress, Grooming and Hygiene
• Child and Vulnerable Adult Safety
• Christian Conciliation
• Civil or Criminal Disobedience
• College Student/Parent Relationships
• Dating
• Grievance System
• Guidelines For Ministers & Staff Who Are Not Licensed Counselors In Spiritual Care Situations
• Licensed Counselors & Coaches Professional Revenue Agreement
• Management of Relatives
• Misuse of Ministry Influence
• MTD Standards of Conduct
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• Safe Driver
• Secondary Employment
• Suspected Misconduct and/or Fraud, and Whistleblower Protection
• Workplace Harassment and Discrimination