![]() ![]() If turned down in step one, then in step two, Officer Complaint, the complainant submits a written complaint to an officer (VP or senior vice president) of the division within 7 calendar days of the step one decision.ģ. Then the manger, senior manager and managing direction of the employee’s group review all relevant information hold a telephone conference and/or meeting with the complainant make a decision to either uphold, modify or overturn management action and communicate their decision in writing to the complainant.Ģ. In step one, Management Review, the complainant submits a written complaint to a manager, senior manager or managing director, within seven calendar days of the occurrence of the eligible issue. The employee must try to resolve the problem with his or her supervisor before filing a GFTP appeal.ġ. These include a fact sheet listing the complainant’s name and work history, a GFTP tracking sheet to track the complaint at each step, management’s rationale (for instance, in terms of applicable policies and procedures) a write-up from the HR department space for key documents (termination letters, and so on) and space for backup information including witness statements. It covers concerns regarding matters such as disputed performance reviews, disciplinary actions and terminations.Įmployees use Guaranteed Fair Treatment Process packets, available from the HR department, to file GFTP complaints. GFTP is available to all permanent FedEx employees. All managers think twice before acting unfairly Complaints don’t get a chance to accumulate Ģ. It goes beyond most grievance procedures in several ways, perhaps most notably in that an appeal can go all the way to FedEx’s top executives. THE FEDEX GUARANTEED FAIR TREATMENT PROCESSįe圎x’s Guaranteed Fair Treatment Process (GFTP) is sort of a turbocharged grievance process. This produces a list of actions that the manager will take to address employees concerns and boost results. The feedback meeting should lead to a third, “action plan” phase. The goal here is to identify specific concerns or problems, examine causes for these problems, and devise action plans to correct the problems. The second phase is a feedback session between the manager and his or her workgroup. “I can tell my manager what I think” andĪ workgroup’s survey results are compiled and sent anonymously to the manager.The questions are designed to gather information about what helps and hinders employees in their work environment. First, the survey itself is a standard, anonymous questionnaire given each year to every employee. Each manager then has an opportunity to use the results to help design a blueprint for improving workgroup engagement and commitment. ![]() SFA includes an anonymous survey that allows employees to express feelings about the company and their managers, and to some extent about service, pay and benefits. The FedEx Survey Feedback Action (SFA) program is one example. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |