At Curios Studios, we are committed to fostering a respectful and harmonious work environment for all team members. We recognize that, from time to time, disagreements or concerns may arise within the team. This Grievance and Dispute Resolution Policy outlines the steps team members should take to address grievances and resolve disputes in a fair, transparent, and constructive manner.
Objective 🎯
The primary objective of this policy is to ensure that any grievances or disputes within the company are handled in a timely, respectful, and non-punitive manner, and that team members are encouraged to speak up if they feel there is an issue that needs addressing. This policy applies to all employees, contractors, and collaborators.
Definition of a Grievance 📢
A grievance is any concern, complaint, or issue raised by a team member that relates to the work environment, treatment by colleagues or management, company policies, or any other aspect of the team experience. Grievances may include, but are not limited to:
- Disagreements or conflicts with colleagues or supervisors
- Concerns related to workload or job expectations
- Perceived unfair treatment or discrimination
- Concerns about company policies or procedures
- Issues related to remote work challenges (communication, technical difficulties, etc.)
Initial Steps for Addressing a Grievance 🔍
- Self-Resolution: Whenever possible, the first step is for the individual team member to directly address the issue with the person or group involved. If the grievance is minor, open and respectful communication can often resolve the issue. Team members are encouraged to:
- Speak privately with the person involved.
- Express concerns clearly and calmly.
- Listen to the other person's point of view.
- Work toward a mutually agreeable solution.
- Informal Discussion with a Supervisor or HR: If the issue cannot be resolved through direct communication, team members are encouraged to bring their concerns to their supervisor or the HR representative (if applicable). This informal conversation should remain respectful and focused on finding solutions to the issue at hand.
- The supervisor or HR representative will attempt to mediate the situation.
- Both parties will be given the opportunity to present their side of the story.
- A solution or course of action will be discussed, with the goal of resolving the grievance fairly.
Formal Grievance Process 📝
If the grievance cannot be resolved through informal discussions, the following formal process can be initiated:
- Submit a Written Grievance: The team member should submit a formal written grievance to their supervisor, HR representative, or designated team member. The written grievance should include:
- A clear description of the issue or conflict.
- The names of any individuals involved.
- Specific incidents or behaviors that contributed to the grievance.
- Desired outcomes or resolutions.
- Grievance Review: The supervisor or HR representative will review the grievance, and may also seek further information or clarification from the team member, any witnesses, or individuals involved in the conflict. This review may include:
- Interviews with those involved.
- Review of relevant documents or communications.
- Examination of company policies or prior precedents that may apply.
- Investigation & Resolution: If the grievance is substantiated, the company will initiate an investigation into the situation. The goal is to resolve the grievance as quickly and fairly as possible. Potential outcomes include:
- Conflict resolution strategies (mediation, role clarification, etc.).
- Implementation of corrective action or training.
- Adjustment of workload or job expectations.
- Follow-up: After a resolution is reached, the supervisor or HR representative will follow up with the team members involved to ensure the solution is working and that no further issues arise. A follow-up meeting may be scheduled to check on progress and ensure the grievance is resolved satisfactorily.
Dispute Resolution ⚔️