Employee Grievances and "Whistleblower" Policy

Employee Grievance Policy 

As described in the Employee Manual, all staff members are encouraged to provide input and suggestions concerning the overall operation and programs of Dawn Farm, following the proper channels of communication. Staff members should initially bring their comments to their immediate supervisor. In cases where that may be inappropriate, staff members may speak directly with the Clinical Director or the President. Dawn Farm hopes and believes that most issues can be resolved in this informal manner.

Employees also have several options for more formal concerns:

If you feel that you have a complaint, grievance, or concern about anything related to your employment at Dawn Farm, you have several options. You may use any or all of these options at any time. If you need help understanding any of these options, please ask our HR Director, Meghan-Hunt Snyder.

We always value feedback from our staff, and Dawn Farm will never retaliate or take action against you in response to you making a complaint. 

Your Options

1. You may talk with your direct supervisor about your complaint or concern and see if there is a solution or agreement that would be satisfactory to you. If you feel like your complaint is not being understood or answered to your satisfaction, you also have the option of speaking with the Clinical Director or the President. 

2. You may also talk with any member of the administrative team, and/or put your complaint in writing by sending an email or letter. This will begin the formal complaint process, explained below.

3. You may also recommend that a situation be reviewed by the admin team or Equity Committee without making a formal complaint. To suggest a situation for review, contact our HR Director, Meghan-Hunt Snyder.

Formal Complaint Process

• Staff can share a complaint, grievance, or concern with any member of the administrative team (any Program Coordinator, HR Director, Project Manager, Development Director, Communications Director, Finance Coordinator, Facilities Coordinator, Clinical Director, or President)

• The admin team member will review the complaint, and share it with the HR Director and President. When appropriate, the complaint will be taken to the admin team for review. Admin team members will collect information as necessary, and make preliminary recommendations.

• If the complaint involves possible discrimination (intentional or unintentional), the complaint will also be submitted to the Equity Committee for review. The Equity Committee will collect information as necessary, and also make preliminary recommendations.

  • Note: If the complaint involves protected information or if the complaint is about someone on the Equity Committee, this step would be skipped.

• The President and HR Director will review recommendations, make a final decision about Dawn Farm’s response to the complaint, and are responsible for making sure that the staff is contacted (including in writing) with the results of the complaint investigation.

• The HR Director will log complaints and decisions, and keep any documents associated with the complaint, for no less than seven years from the date of the decision.

• The HR Director will report quarterly and annually on formal complaints during QA process.

"Whistleblower" Policy

Dawn Farm is committed to finding fair and efficient solutions to problems arising from the employment relationship and the requirements of state and federal law.  Employees may informally and formally air grievances regarding employment issues including but not limited to wages, hours of work, working conditions, performance evaluations, merit raises, job assignments, reprimands, and the interpretation or application of related rules and procedures.  If any employee reasonably believes that some policy, practice, or activity of Dawn Farm is in violation of law, a written complaint must be filed by that employee with the President or the Board President.

The support of all employees is necessary to achieving compliance with various laws and regulations. An employee is protected from retaliation only if the employee brings the alleged unlawful activity, policy, or practice to the attention of Dawn Farm and provides Dawn Farm with a reasonable opportunity to investigate and correct the alleged unlawful activity. The protection described below is only available to employees that comply with this requirement.

Dawn Farm will not retaliate against an employee who in good faith has made a protest or raised a complaint against some practice of Dawn Farm, or of another individual or entity with whom Dawn Farm has a business relationship, on the basis of a reasonable belief that the practice is in violation of law, or a clear mandate of public policy.

Dawn Farm will not retaliate against employees who disclose or threaten to disclose to a supervisor or a public body any activity, policy, or practice of Dawn Farm that the employee reasonably believes is in violation of a law, or a rule, or regulation mandated pursuant to law or is in violation of a clear mandate of public policy concerning the health, safety, welfare, or protection of the environment.

No employee will be penalized or disciplined for presenting a grievance or for aiding another employee in presenting a grievance.