Other Collectives' Grievance Procedures

Peoples':
Looks like this is a 4-step process.

Procedure for Performance Improvement (of dept. or individual)
This procedure happens if a dept. or individual is clearly failing to meet the expectations of its/his/her job description.

- The Coordinating Team (CT - don't have a really good definition for this group) or a representative of the team meets with problem worker and identifies concerns - Worker has a chance for rebuttal/clarifications - Written plan developed for performance improvement. This includes a time to do a check-in.

If the 'problem worker' is someone on the CT, the committee that meets with him/her/finds a solution is made up of the CT minus the 'problem worker' plus one or two from other teams.

- There's check-ins, and if things don't go as planned, the CT can repeat the talk/written agreement process or go on to the "Formal Concern Process".

The Formal Concern Process:
This procedure happens when a staff member hasn't met performance expectations from the process above, violated a policy, or threatened the security of the coop.

- CT investigates and reviews policies. - CT or representative talks with 'problem worker', careful to explain policy and that this is the Formal Concern Process. - CT meets with worker regarding the concerns - Worker has chance for rebuttal/clarifications - CT decides what to do next if there's any new info - If the process continues, they write an Improvement Plan, which has more detailed requirements than the written plan above. - The Worker tells the rest of the staff what's going on - The concern goes into the Worker's confidential file

It seems that there's another step in the process
if there's another problem/the Worker doesn't follow the improvement plan. The CT basically runs step 2 again.

Getting really close to termination: Final Concern Process
If another disciplinary action is warranted within a 36-month period, this process starts up, and can lead to termination.

- CT investigates - CT goes to Worker and lets them know where they're at in the process (the dreaded Final Concerns part) - CT meets with Worker and outlines the concerns - Worker has chance for rebuttal/clarification - CT listens, and decides what to do next - If CT continues, it makes a recommendation to the rest of the staff of what to do next. They can also have a special meeting as long as everyone can attend. Everyone decides what to do (Worker in question can't block). - If they all keep the Worker, then another improvement plan is written and it gets put in the Worker's file. If they decide to terminate, the process ends.

They can bypass steps if the concern is serious enough. If this happens, the Worker goes on suspension for a couple of days while they figure out what to do.

This looks like it's a few steps over and over: investigate, meet, make written plan. Four times. Or more. Or less.

Free Geek's Staff Discipline Policy