About this Employee Handbook Policy
Grievance procedures can be helpful when included in a handbook, assuming they are followed consistently. Generally, a grievance policy provides a process by which employees may report complaints, or appeal a decision or concern, to a higher level of authority within the organization. For religious organizations, scripture should be used within the policy whenever possible. This provides a level of First Amendment protection if the employee later chooses to pursue an outside action against the organization.
Additionally, because the process involves an internal matter, you generally have the right to establish the boundaries of the resolution process. For example, you may advise the employee that legal representation cannot be present during the resolution process, or you may insist that proceedings not be recorded.
One word of caution: If you include biblical principles from Matthew 18, make sure you specifically exclude both harassment and sexual harassment from the grievance resolution process. Address this type of allegation under the organization’s harassment policy. Here’s why: As an employer, your organization has a legal obligation to provide a safe environment for workers. This includes conducting a prompt investigation of harassment claims without asking alleged victims to try resolving the matter on their own before reporting the complaint to the organization. From a liability standpoint, courts do not view this approach favorably.