P.

EMPLOYEE GRIEVANCE

Policy: In the continuing effort to provide and maintain the best possible working conditions for
all of our employees, and to improve cooperative and harmonious relationships among all staff, a
prompt and fair settlement of problems and differences through an orderly appeals process is
necessary.

Every employee has the right to present his/her problem or grievance in accordance with these
procedures, free from interference, coercion, restraint, discrimination, penalty, or reprisal. This
includes any cause for dissatisfaction outside the employee’s control or anything connected with
his/her job that s/he feels is wrong. Supervisors will work with the employee to make
arrangements for time off from work in order for him/her to initiate the grievance process.

The objectives of this policy include the following:

1. To assure that employees have a mechanism for having their problems or complaints
considered rapidly, fairly, and without fear of reprisal;
2. To provide better understanding of policies, practices, and procedures that effect
employees;
3. To provide supervisors with greater opportunity to both exercise proper responsibility
when dealing with employees and to improve their effectiveness when employing
established procedures; and
4. To improve opportunities for all staff members to perform their duties with
effectiveness and satisfaction.

Procedures:

A. Step 1 - Discussion between employee and immediate supervisor.

1. The employee who has a problem or grievance will first discuss it with his/her
immediate supervisor. If the employee feels that s/he is unable to discuss the problem
with his/her immediate supervisor, s/he may present the grievance to the next level
supervisor.
2. The employee shall receive a response as soon as possible, but no later than five
working days, or be advised about the conditions which prevent a response within that
time frame, and be informed when a response may be expected.

B. Step 2 - Appeal to the next level supervisor.

1. If the decision at Step 1 is neither sufficient nor satisfactory to the employee, or if s/he
fails to receive a response within the time period provided in Step 1, s/he may request
that the next level supervisor consider the matter.
2. The request may be presented either in person or in writing, but must be presented
within five days after receipt of the decision at Step 1.
3. Depending on the nature of the appeal, the supervisor will determine the extent to which
facts will be required in writing.
4. The supervisor and employee will provide all pertinent information to the next level
supervisor, who will review the facts and hold whatever discussions are necessary, or at
the supervisor or employee’s request.
 5. After a review of all pertinent facts, in an effort to resolve the conflict, the next level
supervisor will make a decision within five working days.

C. Step 3 - Appeal to the Alpha Omega Health, Inc. corporate officers.

1. If the employee is not satisfied with the decision rendered at Step 2, s/he may bring the
matter to the Corporate officers within five working days.
2. In cases of dismissal, the appeal shall be filed in writing not later than five days
following the effective date of the dismissal.
3. Requests for a meeting at this level may be filed through the next level supervisor.
4. After reviewing the information, the corporate officers will determine if a meeting is
warranted. If a meeting is deemed necessary, it will be set as soon as possible after the
request is received, but no later than seven days after the appeal is received in the
corporate office. The meeting will include the employee and a corporate officer and
may include the supervisor.
5. Within five days following the hearing, the corporate officers will make their final
decision and will notify the employee in writing of that decision.