Problem Resolution

SWVEMS is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from SWVEMS supervisors and management.

SWVEMS strives to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.

If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with SWVEMS in a reasonable, business-like manner, or for using the problem resolution procedure.

If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any step.

1. Employee presents problem to immediate supervisor within 10 calendar days after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to Executive Director or any other member of management.

2. Supervisor responds to problem during discussion or within 10 calendar days, after consulting with appropriate management, when necessary. Supervisor documents discussion.

3. Employee presents problem to Executive Director within 10 calendar days if problem is unresolved. If the problem involves the Executive Director or someone under direct supervision of the Executive Director, then Step 5 of this procedure should be followed.

4. Executive Director (or President in situations involving the Executive Director) counsels and advises employee, assists in putting problem in writing, visits with employee's supervisor(s), if necessary, and issues a decision within 10 calendar days.

5. If the issue remains unresolved, the Employee may present the problem to the Council President in writing within 10 calendar days of receipt of the Executive Director's decision.

6. The Council President reviews and considers problem. The President informs employee of decision within 10 calendar days and forwards copy of written response to Executive Director for employee's file. The President has full authority to make any adjustment deemed appropriate to resolve the problem.

7. If the issue is not resolved to the employee's satisfaction, the employee may submit the problem in writing to the Executive Committee of the Council's Board of Directors within 10 calendar days of receipt of the President's written response. The Executive Committee will discuss the issue at their next scheduled meeting after receipt of the written request and issue a final, binding decision in the matter. In the event that the Executive Committee feels more information is needed to make an informed decision, then the issue will be tabled and final decision will be issued at their next scheduled meeting. The decision rendered by the Executive Committee is the final binding decision.

Not every problem can be resolved to everyone's total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone's job security.

Policy No.  718  Issued  5/1/2007  Applicable  5/1/2007