What is the role of an "open door policy" in the context of employee grievances?

March 6, 2008

Open-door policies offer a quick resolution to disputes by encouraging employees to bring grievances to their immediate supervisors. An open-door policy requires a commitment by managers to listen and react to employees. Managers must be trained to identify particular problems that may require a particular investigational procedure. For example, allegations of sexual harassment or safety concerns should be referred immediately to senior management for appropriate investigation and resolution.

When the immediate supervisor is the cause of the problem or lacks authority to resolve the problem, successful open-door policies allow employees to take their grievances to different levels within the organization.

Open-door policies may prevent litigation by correcting problems before someone is injured or a discontented employee becomes embittered and retains a lawyer. Should an employee bring suit against an employer, the records from a good-faith open-door policy may demonstrate that an employer was attempting to accommodate employees with a venue to amicably handle concerns and grievances.

Of course, a disgruntled employee may still pursue litigation after exhausting options within an open-door policy. Employers should be careful in dealing with chronic troublemakers who may use open-door meetings as a basis for court complaints.

This information is adapted from Ceridian's HR Compliance Reference System. Contact your Ceridian representative for more information about Ceridian's compliance solutions.