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Adirondack Corp.

Employee Grievance

Effective Date: January 1, 2024
Last Updated: January 1, 2025

At Adirondack Corp., we are committed to fostering a positive and professional work environment where employees feel respected, valued, and heard. Our Employee Grievance Policy provides a clear and fair process for employees to raise workplace concerns, ensuring they are addressed promptly and effectively.

1. Purpose

This policy is designed to:

Provide employees with a confidential and structured process for addressing grievances.
Ensure that all grievances are handled fairly, consistently, and without retaliation.
Maintain a healthy and productive workplace by resolving disputes in a timely manner.

2. Definition of a Grievance

A grievance is any work-related concern that an employee believes affects their rights, work environment, or employment conditions. Grievances may include, but are not limited to:

Workplace harassment, discrimination, or bullying
Unfair treatment or favoritism
Safety concerns
Disputes with supervisors or coworkers
Violation of company policies or ethics
Unresolved payroll or benefits issues

3. Grievance Reporting Process

Step 1: Informal Resolution

Before filing a formal grievance, employees are encouraged to speak directly with the individual involved or their supervisor to resolve the issue. Many concerns can be addressed through open communication.

Step 2: Filing a Formal Grievance

If the issue is not resolved informally, the employee may submit a Grievance Form to the Human Resources (HR) Department. This form should include:

A detailed description of the grievance
Names of any individuals involved
Dates, times, and locations of relevant incidents
Any supporting documents or evidence
A proposed resolution or outcome the employee seeks

Grievances must be filed within 30 days of the incident to ensure a timely resolution.

Step 3: HR Review & Investigation

HR will acknowledge receipt of the grievance within 3 business days.
A thorough investigation will be conducted, including interviews with relevant parties and review of supporting documents.
HR will strive to resolve the issue within 10–15 business days, depending on complexity.

Step 4: Resolution & Decision

Once the investigation is complete, HR will:

Provide the employee with a written response detailing the findings and any actions taken.
Implement corrective measures if necessary, such as mediation, policy changes, or disciplinary action.

4. Confidentiality & Non-Retaliation

All grievances will be handled with discretion and confidentiality.
Employees who file a grievance in good faith will be protected from retaliation.
Any retaliation against an employee for reporting a grievance will result in disciplinary action.

5. Escalation & Appeal

If an employee is not satisfied with the resolution, they may submit an appeal in writing to senior management or the company’s leadership within 5 business days of receiving the decision.