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Grievance Policy

Introduction​

Purpose​

WeSalute is committed to fostering a positive and respectful work environment. This Grievance Policy outlines the procedures for addressing and resolving employee grievances in a fair and timely manner.

Scope​

This policy applies to all employees of WeSalute.

Grievance Process​

Informal Resolution​

Employees are encouraged to first address concerns with their immediate supervisor. If resolution is not achieved, the employee may escalate the issue to the next level of management which would be the PeopleOps department via a ticket at the PeopleOps Help Desk.

Formal Grievance Submission​

If the issue remains unresolved, the employee may submit a formal written grievance via the PeopleOps Help Desk to PeopleOps within 10 business days from the date of the incident or the employee becoming aware of the issue. The written grievance should detail the nature of the concern, previous attempts at resolution, and the desired outcome.

Investigation​

PeopleOps will conduct a thorough and impartial investigation. Confidentiality will be maintained to the extent possible. Relevant parties may be interviewed, and any necessary documentation reviewed.

Resolution Meeting​

Following the investigation, a meeting will be scheduled with the employee to discuss findings and potential resolutions. Efforts will be made to reach a mutually agreeable solution.

Appeal Process​

If the employee remains dissatisfied, they may appeal to the next level of Management via the PeopleOps Help Desk, which will be directly with the CEO within 10-15 business days from the date of the initial resolution meeting. The decision of this level is final.

Anti-Retaliation​

WeSalute strictly prohibits retaliation against any employee who raises a grievance in good faith. Retaliation will result in disciplinary action, up to and including termination.

Policy Review, Disciplinary, & Responsibility​

Policy Review​

This Grievance Policy will be reviewed periodically to ensure its effectiveness. Changes may be made to address evolving organizational needs or legal requirements.

Disciplinary Action​

Employees who violate this policy may face disciplinary consequences in proportion to their violation. WeSalute management will determine how serious an employee's offense is and take the appropriate action

Responsibility​

It is the Team Leader, People Operations, and CEO responsibility to ensure this policy is followed.