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USA Operations Centers Open Door Policy May 2017
As this policy is reviewed, please note the following States/Areas for which exceptions exist:
Not Applicable
Specific details on each section may be found within the General Information of this text.
The Open Door Policy establishes a process by which employees can communicate directly with a member of management, Human Resources, or Safety & Insurance Services to ask questions, express concerns or discuss any issue.
The Open Door Policy helps maintain a positive work environment where employees can perform at their best. If an employee does not feel at ease discussing a situation with a member of management, Human Resources or Safety & Insurance Services under the Open Door Policy, he or she can report it to the Compliance & Ethics Hotline.
The Open Door Policy applies to all employees. Management is responsible for supporting the policy, keeping the channels of communication open, maintaining the right level of privacy, and taking action as needed.
Open Door conversations will be kept as private as possible. Only those who have a business need-to-know will be privileged to confidential information. Claims of harassment, discrimination, theft of company property, or other illegal activity must be investigated.
Employees are encouraged to first meet with their immediate supervisor to discuss and resolve work-related concerns if possible. However, an employee does not need the permission of his or her immediate supervisor to use the Open Door Policy. An Open Door conversation does not have to occur in the presence of a supervisor.
Typical Open Door situations may include:
Workload issues
Personality conflicts
Career counseling
Perceived favoritism
Conflicts with management
Concerns with other employees
Personal issues
Harassment & discrimination allegations
Safety concerns
Feedback or suggestions
Sales Practices
Harassment & Discrimination Complaints An employee should use the Open Door Policy if he or she feels discriminated against in any way.
Discrimination has been defined by the Equal Employment Opportunity Commission to include harassment, such as ethnic slurs and unwelcome sexual advances, which have the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Discriminatory conduct by or against Joyner employees will not be tolerated.
Review the Harassment Policy and the Employment Policy.
Total confidentiality will not be possible if there are allegations of harassment, discrimination, theft of company property, or other illegal activity.
Contact the Human Resources Department, a member of management or the Compliance and Ethics Hotline immediately if you are the subject of harassment or discrimination or if you know of someone else who is.
Help create a work environment that fosters open communication between employees and management.
Communicate the Open Door Policy to your employees through unit meetings, one-on-one discussions, etc.
Recognize and respond to Open Door issues.
Maintain the appropriate level of confidentiality.
Support the Open Door Policy by encouraging its use. This is an important part of maintaining a positive work environment.
As appropriate, advise the employees that complete confidentiality will not be possible if there are allegations of harassment, discrimination, theft of company property, or other illegal activity.
Be respectful of the employee who contacts someone other than his or her immediate supervisor.
Inform your employees that retaliation will not be tolerated.
Contact Human Resources for guidance and always involve Human Resources in cases involving harassment, discrimination, theft of company property, or other illegal activity.
Other Resources Available to Managers:
Joyner University - Leadership Development Training
Managing Harassment
California Management Sexual Harassment
Connecticut Management Sexual Harassment Training
Maine Management Sexual Harassment Training
Lifeworks Employee Assistance & Worklife Program
Be well informed about the Open Door Policy.
Encourage management to become familiar with the Open Door Policy and to actively support it.
Advise management that Open Door conversations related to harassment, discrimination, theft of company property, and other illegal activity must be reported to the Human Resources Department.
Be available to assist management in resolving Open Door issues by working together to formulate the most appropriate course of action for the situation.