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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 compliantcomplaint, the employee/volunteer should direct his/her grievance to the HR Compliance Officer 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.
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- 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;
- To account for and mitigate perceived and actual imbalances of power (e.g., gender, position, culturalculture, etc.) that might exist between the grievant and offender;
- 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
- To provide carefully outlined procedures for the resolving of grievances, yet allowing flexibility for unique elements in each case.
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