The Corporation’s Grievance Policy creates a formal structure for stakeholders, listeners, and volunteers to raise concerns, resolve conflicts, and address wrongdoings in a consistent and protected way. The Corporation’s Grievance Policy outlines steps for handling complaints and sets specific expectations as to how to file a complaint, how it will be reviewed, and how decisions will be made.
At a practical level, a Grievance Policy gives people a voice. Without a formal process, stakeholders, listeners, and volunteers may feel unsafe or unsure about how to report issues like harassment, discrimination, unfair treatment, or conflicts. A Grievance Policy ensures concerns can be raised in a consistent and protected way promoting fairness. Through outlining steps for handling complaints, the Corporation reduces the risk of bias, favoritism, or arbitrary decision-making. It helps to ensure everyone knows what to expect – how to file a complaint, how it will be reviewed, and how decisions are made. It will identify and address problems early before they escalate into lawsuits, regulatory violations, or reputational damage. Proper documentation and process also demonstrate that the Corporation takes concerns seriously and acts responsibly. It reinforces accountability. It holds leadership responsible for addressing issues appropriately and ensures that misconduct is not ignored or hidden. A Grievance Policy contributes to a healthier workplace culture. When stakeholders, listeners, and volunteers trust that their concerns will be heard and handled respectfully, it improves morale and engagement. People are more likely to speak up, which helps the Corporation improve over time. A Grievance Policy supports legal and regulatory compliance. Many laws and best practices encourage or require formal mechanisms for reporting and resolving issues, especially around discrimination, harassment, and safety protecting both the individuals involved with the Corporation and the Corporation as a whole.
The Volunteer Manager will address issues related to programming or a volunteer’s reading. Positive comments are also shared with volunteers.
The Podcast & Program Producer will address issues related to original podcast programming.
Equipment issues are addressed by the Community Outreach Manager. In some cases, issues may be addressed over the phone. If needed the Community Outreach Manager will go to the listener’s home to trouble shoot the problem or set up new equipment.
The Corporation solicits input from listeners as to the types of programs that they would find useful and of interest. A listener may contact the Corporation by telephone, email, or letter. A staff member will contact the listener to respond to their request or gather additional information if needed.
If a listener does not feel the staff person is adequately addressing their concern, they may ask to speak to the Executive Director. The Executive Director reviews all modifications to programming.
If a stakeholder, listener, or volunteer has an unresolved grievance with the Corporation they may submit a written complaint within sixty (60) days from the time the problem occurred to the Corporation at:
Aftersight
1805 Highway 42, Suite 220
Louisville, CO 80027
(303) 786-7777
Email: contact@aftersight.org
The Executive Director will investigate the complaint and will respond in writing within twenty (20) business days of receiving the complaint. The written response will include:
- A summary of the stakeholder’s, listener’s, or volunteer’s concerns or issues;
- The results of the investigation into the complaint or a timeline as to when the investigation will be complete; and
- If applicable, the Corporation’s resolution/response to the concern.
If the stakeholder, listener, or volunteer is not satisfied with the Executive Director’s resolution/response, the stakeholder, listener, or volunteer may appeal within ten (10) business days to the President of the Board. The President of the Board or their designee will review the written appeal, investigate the allegations and if warranted, meet with the stakeholder, listener, or volunteer. The President of the Board will send the stakeholder, listener, or volunteer the findings of their investigation and/or resolution to the grievance in writing within twenty (20) business days of the appeal.
Employees/Personnel should follow the processes outlined in the Employee Handbook regarding any grievances.