Will Work for Recovery is committed to fostering a safe, supportive, and respectful environment for all team members, participants, and associates. To maintain a productive, ethical, and inclusive atmosphere, we address concerns, grievances, and conflicts fairly and promptly through the following process:

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Step 1: Informal Resolution

Open dialogue is encouraged as the first step in resolving concerns or grievances. If you experience an issue involving another team member, participant, vendor, or associate:

• Discuss the matter directly with the individual involved or your direct supervisor.

• This open communication can often lead to a prompt and amicable resolution.

 

Step 2: Reporting to Immediate Supervisor or Program Manager

If an informal resolution is unsuccessful or uncomfortable, escalate the matter to your immediate supervisor or program manager.

• Share relevant details, including:

  • Nature of the concern.

  • Individuals involved.

  • Previous efforts to resolve the issue.

  • Suggestions for a fair resolution.

• Supervisors or program managers will work with you to identify possible solutions.

 

Step 3: Escalation to Human Resources or Upper-Level Management

If concerns are unresolved or involve your supervisor or program manager, escalate the issue to Human Resources (HR) or upper-level management.

• Provide a detailed description of the issue, including:

  • Steps have already been taken to resolve it.

  • Individuals involved in the concern and resolution attempts.

  • Suggestions for resolution, if applicable.

• HR or management will assess the situation and collaborate to determine appropriate actions.

• You will be informed of the outcome and any necessary next steps.

 

Step 4: Confidentiality and Non-Retaliation

Will Work for Recovery prioritizes confidentiality when handling grievances and limits disclosure to those involved in the resolution process.

• Retaliation against anyone who raises concerns in good faith or participates in an investigation is strictly prohibited.

• Retaliatory behavior may result in disciplinary action, including termination of employment or program participation.

 

Step 5: Appeals Process

If a resolution feels unfair or insufficient, you may request an appeal by submitting a written request to HR or upper-level management.

• Include:

  • Reasons for dissatisfaction.

  • Additional information relevant to the grievance.

• Management will review the appeal and provide a final determination and feedback within a reasonable timeframe.

 

This grievance policy ensures a constructive, compassionate approach to resolving workplace and program-related issues, upholding the integrity and mission of Will Work for Recovery.

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