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

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to seek to resolve complaints and conflicts

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with other Reliant employees,

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volunteers, and supervisors 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 compliant, the employee/volunteer should direct his/her grievance to the HR Compliance Officer or via Reliant’s third-party Ethics Hotline. Refer to the following policies: Workplace Harassment and Discrimination and Fraud and Whistleblowing.

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, cultural, 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: Written complaint to Reliant Management

If the grievant is not satisfied with the response from the immediate supervisor, 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 (if applicable);
• A copy of the immediate supervisor's written response to the employee's complaint (if applicable); and
• Information regarding the grievant’s dissatisfaction with the immediate supervisor’s response.

Step 4: 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 5: Appeal to Executive Director

If the grievant

Procedure

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feels their grievance has not been adequately resolved, they may appeal to the Executive Director for further investigation and resolution. The Executive Director may appoint an impartial individual, committee

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, or third -party to handle the grievance investigation.

Step 6: Mediation and Arbitration

In the highly unlikely event that Reliant and the

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grievant are unable to resolve a dispute relating to any aspect of employment, or termination thereof, or any provision

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in the

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Field Manual, the

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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

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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 employee 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 their grievance is not being handled properly or fairly, they may contact the Executive Director. In the event that the Executive Director's final resolution of the employee's grievance is substantially unsatisfactory to the employee, the employee may seek to pursue the formal Christian Conciliation process.

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Definition of Suspected Misconduct, Dishonesty and Fraud

 For purposes of this policy, misconduct, dishonesty and fraud include but are not limited to:

• Acts which materially violate ministry policy
• Theft or other misappropriation of ministry assets
• Intentional misstatements or other irregularities in ministry records
• Incorrect financial reporting
• Misuse of ministry resources
• Violation of any federal, state, or local law, rule, or regulation
• Immoral or unbiblical activities
• Forgery or alteration of documents
• Any other form of fraud

See below for a link to this separate Policy. 

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Standards of Conduct pages

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