Complaint and Grievance Policy

In order to maintain a well-governed organization that is safe for all members of iFamily, a Complaint and Grievance Policy is provided. The purpose of the Complaint and Grievance Policy is to provide a vehicle in which a complaint may be brought forward; a fair and complete investigation undertaken; and appropriate action taken.

  • Disciplinary actions may be incurred by all members of iFamily, including Board members.
  • All members are responsible to encourage proper conduct in accordance with the agreements of membership.
  • Juvenile matters should be brought to the attention of the parent. If the issue is not resolved, then a formal complaint may be brought to the Board.
  • Major disciplinary action requires written reports and formal notification.
  • Complaints or Grievances against Board members are instituted in written form to the President. If the President is the Board member in question, the written form is given to the Vice President.

This policy is instituted to provide a mechanism through which Members and Associate Members of iFamily Leadership Academy may be educated and protected if there is misconduct on the part of a Member, Mentor, or Board member. Complaints and Grievances may be classified as follows:

A Complaint is a reporting of a negative occurrence arising in an interaction between Members and/or Associate Members. It may be reported by the injured party or another concerned party. In order for a Complaint to be officially considered, it must be submitted in writing. A Complaint Review must then be conducted. The purpose of a Complaint Review is to discover the facts and to provide support, advice, and education as appropriate.

A Complaint is differentiated from a Grievance by the fact that, concerning a Grievance, it has been determined from the Complaint Review that the action requires disciplinary action (probation, expulsion, etc.) beyond support, education, and advice.

Complaint and Grievance Policy System:

*Person(s) filing a Complaint will submit the Complaint in writing to the iFamily Board. Person Responsible: Injured party or other concerned party.

*A Complaint Review will be conducted by the Board within one week of submission of the complaint. Person Responsible: President of iFamily.

*If action requires more than support, advice, and education, a Grievance Committee of three, with a designated Committee Chair, shall be appointed by the President with approval from the Board within one week of the Complaint Review conducted by the Board. Person Responsible: President of iFamily.

*The Grievance Committee will review written documentation and determine the need for further investigation within two weeks of the Committee being formed. This may be carried out through further questioning of the injured party and the other person(s) directly involved. All Grievance Committee communication must be documented in writing and dated. The Grievance Committee will operate using complete confidentiality with no discrimination or harassment of any involved parties. Person(s) Responsible: Grievance Committee.

*The Grievance Committee will make a recommendation to the Board for resolution in writing with follow-up from the appropriately designated person(s), within three weeks of Committee being formed. At this time, the recommendation of the Grievance Committee and all follow-up documentation will be gathered and presented in a file to the President of iFamily. Person Responsible: Grievance Committee Chairperson.

*Copies of complaints and grievances, along with follow-up and resolution, will be kept in a file by the Board for 2 years. Person Responsible: President of iFamily.

Actions that may be recommended to the Board by the Grievance Committee may include but are not limited to:

  • No action
  • A letter of reprimand
  • A period of probation and recommendations determined by the Committee
  • Membership revoked

Guidelines for the Grievance Committee and for Complaint Review Process:

  • Consider veracity of the claim
  • Gather witness(es) and or character witness(es)
  • Obtain the offending party’s position and level of cooperation
  • Consider witness’ source of information (direct witness or secondary)
  • Contact member in question to inform them of the process occurring
  • Considerations should be based on character; conduct at iFamily, iFamily functions, or other public places where iFamily members are in attendance; commitment to future adherence to the Bylaws and other member agreements; attitudes regarding values upheld by iFamily.
  • Membership or Mentor position shall not be revoked based on any action, conduct, or character issue preceding their membership date unless attitudes, actions, or character associated with an incident are deemed to be currently in opposition to iFamily values.