Ahern Rentals, Inc. (the "Company") believes in resolving employee concerns on an on-going basis rather than waiting until irreconcilable differences have developed. There are several ways for employees to express their concerns and/or have them addressed:
If an employee ever feels that he or she has been issued final discipline, suspended or terminated in error, he or she may appeal the matter to the Director of Human Resources within five (5) working days of the discipline/termination date. The Human Resources Department is responsible for investigating the concern and attempting to resolve the matter within five (5) working days.
To request a peer review, the employee must complete a Request for Peer Review form (located on the Forms page of the Intranet at https://intranet.ahern.com/forms.php) and e-mail it to the Director of Human Resources within five (5) working days, Every effort will be made to schedule the peer review meeting within five (5) working days of the Director of Human Resources receiving the completed form.
Peer review is not available to officers or vice presidents, or to employees who have been terminated or suspended for any of the following reasons:
The Peer Review Board will be comprised of three employees: one manager and two peer employees. The employee, the employee's manager or supervisor and a note taker will be present along with the Director of Human Resources and the three board members during the fact-finding portion of the meeting. Witnesses who have relevant information will be allowed to participate at the appropriate time.
After all evidence has been presented, the board, in closed session will decide the outcome by secret ballot. A simple majority vote will prevail, and their decision will be final and binding upon the Company. The authority of the board will include any combination of the following: reversing termination decisions. reversing, modifying and/or sustaining discipline decisions, awarding pay for missed days due to suspension, exchanging discipline for termination.
This policy is not intended to constitute a contractual arbitration procedure.
It is the Company's policy to provide qualified employees with a process to address disputes regarding serious discipline and/or most terminations so that management can help resolve them fairly, promptly and satisfactorily. The Company will make every effort to create a fair and equitable environment where your issues will be heard with an open mind and decided by an impartial board. Accordingly, the Company requests that employees use this process before taking steps that may lead to unnecessary conflict between Ahern and its employees and/or litigation.
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