We Had ChatGPT Write This 'Employee-Friendly Policy For Escalating An Issue At Work' as well as a Union Grievance Procedure. Here's how it did...
Prompt: Write an employee-friendly policy for escalating an issue at work
Related: ChatGPT Wrote This 'Union Grievance Procedure'
Editor’s note (and background): As our readers and listeners know, these past few months, we have devoted substantial time into looking at the impacts artificial intelligence (AI) may have in the workplace and society writ large.
While “the machine” (AI) is not ready to take over yet (it is often prone to errors), the scope of tasks AI can perform is expanding rapidly.
On Friday, during an after-hours call with a colleague and friend, the conversation turned to how quickly AI is advancing. So, on a whim, while on the phone and our respective computers, we each had ChaGPT “write” something.
One of the things ChatGPT was tasked with writing was a policy for escalating issues at work (as well as a separate union grievance procedure). Here is what ChatGPT came up with in less than 45 seconds:
Prompt: Write an employee-friendly policy for escalating an issue at work
ChatGPT’s response:
Employee-Friendly Policy for Escalating an Issue at Work
Purpose: The purpose of this policy is to provide employees with a clear and structured process for escalating work-related issues, ensuring that their concerns are addressed promptly and efficiently. This policy aims to foster open and transparent communication, promote fairness, and maintain a positive work environment.
Scope: This policy applies to all employees within the organization, regardless of their position or tenure.
Policy Statement:
Open Door Policy: a. We encourage employees to address their concerns directly with their immediate supervisor or manager in a respectful manner. b. Supervisors and managers are expected to maintain an open-door policy, making themselves accessible to employees for discussions and issue resolution. c. Employees should feel comfortable approaching their supervisors with any issue, knowing that their concerns will be genuinely heard and taken seriously.
Informal Discussions: a. If an employee feels uncomfortable discussing the issue with their immediate supervisor or if the matter remains unresolved, they should communicate the concern to the next level of management. b. Employees may initiate an informal discussion with their supervisor's manager or a designated representative to further address the issue. c. These discussions can occur through scheduled meetings or in-person depending on the availability and preference of both parties.
Documenting Concerns: a. If the informal discussions fail to resolve the problem, employees should document their concerns, including details of incidents, dates, individuals involved, and any action taken. b. This documentation should be shared with Human Resources or the designated representative responsible for handling such matters. c. The employee's identity will be kept confidential during the process, as far as legally permissible.
Formal Complaints: a. If the matter remains unresolved after the informal discussions, the employee should submit a formal complaint to Human Resources or follow the established complaint process outlined in the employee handbook. b. The complaint should clearly state the issue being raised, provide supporting evidence or documentation, and include a summary of previous attempts to resolve the matter. c. Human Resources will conduct a thorough investigation, adhering to the organization's policies, state, and federal laws.
Escalation to Senior Management: a. In cases where the employee feels their concerns have not been adequately addressed by the standard complaint process, they may request a review by senior management or executive leadership. b. The request should be submitted in writing, outlining the reasons for escalation and attaching any relevant documentation. c. Senior management will review the complaint and investigation findings to determine the appropriate course of action.
Non-Retaliation: a. Retaliation against any employee who raises a concern or escalates an issue in good faith is strictly prohibited. b. Employees can report any acts of retaliation to Human Resources, and appropriate action will be taken against individuals involved in such behavior.
Confidentiality: a. The organization acknowledges the importance of maintaining confidentiality throughout the escalation process, to the extent legally permissible. b. However, it is essential to note that certain circumstances, such as required investigations or legal requirements, may necessitate sharing relevant information with concerned parties.
Conclusion: This employee-friendly policy ensures that employees can confidently escalate issues without fear of retribution and have their concerns heard and addressed promptly. By following these guidelines, the organization aims to maintain a positive work environment where employees feel supported and empowered.
While ChatGPT’s policy may not be perfect, it is not bad either.
To paraphrase my friend who, until Friday, had thought I had been reading too much George Orwell: Wow!
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