Employee Relations & Open-Door Policy

Purpose

To identify and respond to the issues and concerns affecting employees, to promote open communication and trust between management and employees, and to apply Company policy fairly and consistently.

Scope

Applies to all employees.

Policy

A productive, dedicated workforce depends on a workplace people want to join and stay in — competitive pay and benefits, a professional environment, strong colleagues, opportunities to learn and grow, and the autonomy to contribute. To maintain sound employee relations, the Company:

1. Treats all employees with fairness and respect.
2. Facilitates openness and communication at and between all levels.
3. Develops and promotes effective managers.
4. Helps managers and employees understand and apply Company policies.
5. Provides guidance on coaching, counseling, and corrective action.
6. Manages workplace conflicts and problems promptly and fairly.
7. Recognizes and responds to work-life concerns.
8. Encourages development activities and effective performance management.
9. Encourages employees to voice their concerns, suggestions, and comments.
10. Provides counseling to employees and managers.
11. Works with managers to ensure compliance with applicable laws.

Raising a concern (open door)

Employees are encouraged to raise questions, concerns, suggestions, and complaints without fear of retaliation. As a general path:

• Where appropriate, start with your immediate manager.
• If the concern is unresolved, or it is not appropriate to raise with your manager, contact Human Resources or the next level of management.
• Concerns will be addressed promptly and kept as confidential as practical.

The Company prohibits retaliation against anyone who raises a concern in good faith or who participates in addressing one.

Some concerns — for example, harassment, discrimination, safety hazards, or suspected legal violations — should go directly to Human Resources rather than through the manager. Adapt the reporting channels and handling to your organization and to applicable law.

Roles and responsibilities

• The Company — set policies, programs, and practices that promote sound employee relations.
• Human Resources — educate managers and employees; provide guidance and consultation on all facets of employment; interpret policy; help resolve concerns.
• Managers — implement Company policies fairly; encourage open communication; address concerns and conflicts promptly; escalate to Human Resources when appropriate.
• Employees — know Company policies; raise concerns and suggestions; take initiative to support open communication.

Documentation (best practice)

Keep appropriate records of significant concerns and how they were addressed, and apply policies consistently. Involve Human Resources or counsel for any concern that may carry legal implications — harassment, discrimination, retaliation, wage-and-hour, leave, or safety.