Now that you have a grievance process in place, you might ask - how does it ensure compliance to the Workplace Fairness Act?
Section 27 of the Act provides the requirement for employers to establish written grievance-handling procedures which include:
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Investigation and Review:
Conducted in a fair and impartial manner. -
Outcome Notification:
Employees must be informed of grievance outcomes. -
Confidentiality:
Employers must maintain employee confidentiality unless disclosure is essential. -
Record Maintenance:
Grievance records must be retained for a specified period. -
Formal Close-out:
Employees must also be informed in writing about grievance processes.
In addition, Section 28 of the Act prohibits employers from retaliating against employees who:
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File complaints, provide evidence, raise grievances, or take actions under the Act;
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Are suspected or known to have done, or intend to do, such actions.
Retaliatory acts include dismissal, withholding re-employment or payments, salary deductions, contract breaches, harassment, or any detriment to employment.