Applies To: All Westside Market Employees

1. Purpose

Westside Market is committed to maintaining a workplace culture built on respect, communication, and collaboration. This policy encourages employees to openly share ideas, ask questions, and express concerns without fear of retaliation. Our goal is to resolve issues promptly and professionally while strengthening trust between employees and management.

2. Policy Statement

All employees have the right to discuss any work-related matter directly with management at any time, including:

• Workplace concerns or conflicts

• Suggestions for operational improvements

• Questions about responsibilities or procedures

• Reporting discrimination, harassment, or safety matters

Communication should be professional, respectful, and solution-focused.

3. Reporting Channels

Employees may choose whichever level feels most appropriate or comfortable:

1. Assistant Store Manager (first point of contact)

2. Store Manager (if issue requires escalation or involves Assistant Manager)

3. Operations Manager or HR Representative

4. Executive Leadership (if matter is still unresolved or involves higher management)

Private meetings can be requested at any time.

4. Confidentiality

• All discussions will be handled discreetly.

• Information will only be shared with those who need it to resolve the matter.

Confidentiality will be maintained to the fullest extent possible.

5. Non-Retaliation Protection

No employee will face retaliation, discipline, or negative treatment for raising concerns in good faith. Any form of retaliation will result in disciplinary action, up to and including termination.

6. Employee Responsibilities

Employees are expected to:

• Communicate honestly, professionally, and with respect

• Provide clear and complete information about the concern

• Allow a reasonable timeframe for review and follow-up

• Cooperate toward a fair resolution

7. Management Responsibilities

Managers must:

• Listen openly and without bias

• Respond promptly and document the matter

• Take appropriate action to address the concern

• Escalate issues when necessary

• Protect confidentiality and maintain professionalism

8. Documentation

When appropriate, management will document:

• The concern presented

• File Incident Report

• Actions taken

• Follow-up and resolution with Operations Manager

• All documents turned in to HR into employee folder.

Documentation is kept secure per company policy.

9. Policy Misuse

Using this policy to spread rumors, disrupt operations, or make knowingly false claims may result in corrective action.

Acknowledgment

All employees are required to comply with this policy as a condition of employment.