OpenDoorPolicyandDisputeResolution

Misunderstandingsoccurwhenthereisabreakdownincommunication,whenpeoplestoptalkingtoeachother.
ButeveryonewinswhenyouandtheCompanytackletheproblemtogetherbeforeanissueescalatesand
becomesacrisis.
Whenyouencounterproblemsatwork,youmayfeelthereisnoplacetogotoresolvethem.Howcanyougoto
yoursupervisorifyourproblemiswithyoursupervisor?Wherecanyoutakeyourproblemthatissafeandnon
threatening?Wherecanyougetanswers?
DollarGeneralsprocessforresolvingemployeedisputesisanexampleofourcommitmenttoyouasavalued
employeeandourdesiretoequipyouwiththetoolsyouneedtosolvespecificissuesthathavethepotentialto
interferewithyourcareeratDollarGeneral.
Wethinkthisprocessmakessenseforouremployeesbecauseitprovidesseveralwaystoresolveconflictthatare
flexible,fairandconfidentialtotheextentpossible.Youareourmostvaluableassetandthisprocesswascreated
foryou.Asyoureadthroughtheexplanationofeachoptionavailable,youwillseethatitsupportsourvaluesby
strengtheninganenvironmentofmutualrespect.
ThisallinclusiveprocesscoversallDollarGeneralemployees.Itservesasapracticalwayofresolvinginternal
disputesforbothyouandtheCompany.ThisprocessdoesnotalterDollarGeneralsatwillemploymentpolicy,
norcanitmakeanychangesinotherCompanypolicystatements.
1. OpenDoorPolicySolvingProblems
ThecompanyiscommittedtoanOpenDoorPolicytoansweranyworkrelatedquestion,problemor
concernyoumayhave.IfyouhaveaconcernyouwouldliketobringtotheCompanysattention,follow
thesesteps:
Talkitoverwithyourimmediatemanager,ifthisissuedoesntdirectlyinvolvethisindividual.
Ifyouandyourmanagercannotresolvetheissuetoyoursatisfaction,oryourmanagerispartofthe
problem,youshouldfeelcomfortablediscussingyourconcernswiththenextlevelofmanagement.
Ifyouarenotsatisfiedwiththeresponsegivenbyyourmanagersorifyoudonotfeelcomfortablein
bringingyourconcernstotheattentionofyourmanagers,pleasecontactHumanResources.
Guidancewillbeprovidedastoalternativewaysthatsuchissuesmayberesolved.
ThemostimportantrelationshipyouwilldevelopatDollarGeneralwillbebetweenyouandyour
manager.However,shouldyouneedsupportfromsomeoneotherthanyourmanager,theentire
managementteamiscommittedtotryingtoresolveyourindividualconcernsinatimelyandappropriate
manner.
2. HumanResourcesSupport
IftheOpenDoorProcessdoesnotresolveyourconcerns,DGSHumanResourcesteamwillguideyou.
TalkingwithHumanResourcesisyournextstep.Theseprofessionalsaretrainedtoworkwithsensitive
issuesthatrequirespecializedattention.Theywilllistentoyourconcerns,reviewthefactsandhelpyou
worktowardasolution.
FieldemployeesshouldusetheEmployeeResponseCenter(ERC)asyourinitialcontactpointforHR
support.CalltheERCat8882374114.
DCandStoreSupportCenteremployeesareencouragedtotalkwithyourHRManager,Representative
orCoach.
3. AlternativeDisputeResolution
TheAlternativeDisputeResolutionProgram(ADR)isdesignedtoofferDollarGeneralemployees
alternativemethodstoresolvingfivespecificworkplacedisputeswhichincludetermination,final
counseling,demotion,harassmentanddiscrimination.
Whenyouarelookingforasolutiontoaworkplaceconflict,talkingtoyourmanagerorthenextlevelof
managementisoftentheplacetostart.Ifasolutioncannotbereached,employeesshouldcontact
HumanResources.
Inthoseuniquesituationswhenyourconflictstillhasnotbeenresolved,calltheADRteam.
IssuescoveredunderADR:
Demotion
FinalProgressiveCounseling
Termination
DiscriminationComplaints
HarassmentComplaints

StepsintheADRProcess

1. InitialConference
AnADRCounselorwilltalkaboutyoursituationandcometoanagreementonawaytosettleyour
disputebychoosingaparticularprogramoptionsuitedtomeetyourneeds.Thetwoofyouwillwork
togethertopursueyourchoiceuntilyoufeelcomfortablewitheverydetailtotheextentpossible.

2. InternalFacilitation
YourADRCounselorwillpartnerwithotherDollarGeneralteammemberstoinvestigateyourissue.
Oncetheinvestigationiscomplete,yourcounselorwillcontactyoutonotifyyouoftheresolution.

3. InternalMediation
InternalMediationisastepabovethefacilitationprocessandfollowstheguidelinesoftheMediation
process.Toassistinresolvingdisputes,agroupofyourfellowemployeeshavereceivedthe
specializedtrainingneededtoconductaformalMediation.

TheInternalMediationprocessisasfollows:
o Conductseparate,privatemeetingswitheachperson.
o Coacheachpersonthroughjointmeetingswiththegoalofresolvingthecomplaint.
o Closethemeetingwithagreementfrombothindividualsontheresolution,includingplansfor
followup.
o Signwrittenagreementthatwouldreflecttheunderstandingofbothemployeesinvolvedinthe
Mediation.

4. PeerReview(AvailableonlyforSSCandDCemployees)
InPeerReviews,managersandemployeesworktogetheronapaneltodecidethefairandconsistent
applicationofCompanypolicies,proceduresandpractices.Thepaneltakesafreshlookatthe
situation,listenstoallthefacts,deliberatesamongthemselvesandrecommendsasolution.

5. ExternalMediation
Externalmediationisamoreformalprocessinwhichtheemployeesinvolveddiscusstheirdispute
withanimpartialpersonoutsidetheCompany(aMediator)whoassistsinresolvingdifferences.The
Mediatormaydiscussthedispute,butmaynotimposeanoutcomeonanyone.Themediatorcan
helpthepartiestoconsiderdifferentoptionsinordertoreachanagreementthateachiswillingto
support.

BenefitsofExternalMediation:
ItisconfidentialUnlikelitigation,externalMediationmaintainstheprivacyand
confidentialityofthepersonsinvolvedinthedispute.
ItisfastResolutionofdisputesisswiftandtimely,unlikecourtcases,whichmayrequire
monthsofpreparationandtakeseveralyearstobefullyandfinallyresolved.
ItisfairTheneutralandindependentprofessionalsaretrainedandexperiencedin
employmentdisputeresolution.
ItislessexpensivethancourtOtherthancertainexpensesassociatedwithyour
participationinanexternalMediation,thecostispaidbyDG.
ItislessadversarialthanalawsuitTheprogramisintendedtohelpyoutoremainin
controlbyprovidingalessconfrontationalmethodofresolvingdisputes.
ItisfinalMediationisdesignedtobeaformalyetmutuallyacceptableresolution.This
processisdesignedtobeafinalresolutionofanemployeesdisputewithinDGsinternal
disputeresolutionprocess.

Updated912010