PURPOSE In any organization there can be differences of opinion about work related issues. To resolve these differences, effective communication is essential. Kaplan strives to provide an environment where employees and their supervisors can have open discussions. This informal communication process resolves a majority of these matters. In the event this informal process is ineffective in a given situation, the Complaint Resolution Policy provides a more formal process to resolve legitimate disputes. It is the purpose of this policy to provide a prompt, orderly means of receiving and responding to employee complaints. In accordance with Kaplan University's Equal Employment Opportunity & NonHarassment Policy, an employee may also use the Complaint Resolution Policy to raise complaints regarding discrimination or harassment. Kaplan will not retaliate in any way against an individual who makes a report of perceived harassment or discrimination; nor will we permit any supervisor or employee to do so. This procedure is intended to supplement, rather than replace informal discussion between managers and employees, or discussions with Human Resources, ELIGIBILTY This policy applies to all full and part time employees. POLICY A complaint may be defined as an employee's expressed feeling of dissatisfaction concerning conditions of employment or treatment by management, supervisors or other employees. Examples of actions, which may be causes of complaints, include, but are not limited to: a. Application of Company policies, practices, rules, regulations and procedures believed to be to the detriment of an employee; b. Treatment considered unfair by an employee, such as coercion, reprisal, retaliation, harassment or intimidation; c. Alleged discrimination because of race, religion, gender, color, sex, age, national origin, disability, marital status, sexual orientation, gender identity, veteran status, or any other legally protected status. d. Disagreements related to reasonable accommodations for disabilities under the Americans with Disabilities Act. (.All requests for accommodations pursuant to the Americans with Disabilities Acts should be brought directly to the Human Resources Department.
No employee will be penalized for using the company's complaint procedure.
COMPLAINT PROCESS The Complaint Resolution Process consists of three (3) steps, which are outlined below. Please note, however, that a complaint regarding allegations of discrimination based upon race, religion, gender, color, sex, age, national origin, disability, marital status, sexual orientation, gender identity, veteran status, and allegations of harassment based on race, color, age, religion, sex, sexual preference, national origin, and disability can be discussed directly with a member of the Human Resources Department to determine the appropriate step where the Complaint Resolution process shall begin. All complaints, whether raised informally or formally, will be investigated. Employees can find Human Resources department members’ contact information by going to KUnet’s Human Resources home page: http://kunet.kaplan.edu/Human%20Resources/default.aspx Step One: The employee shall present a complaint in writing to his/her immediate supervisor/manager. Discussions shall be informal for the purpose of settling differences in the simplest and most direct manner. A complaint must be brought forward as soon as it might reasonably be known to exist. In the event a complaint arises, the employee must submit it to the supervisor/manager within five (5) working days of the alleged discrimination or harassment. The immediate supervisor/manager shall reach a decision and communicate it in writing to the employee within five (5) working days from the date the complaint was presented. Note: The first step may be bypassed if the immediate supervisor/manager is the subject of the complaint. Step Two: If the complaint is not settled in