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1.7 The Open Door & Resolution Policy

1.7

Hierarchical Thestructures, Openwhile Doornecessary &for Resolutionoperational Policy

  • Direct Access: A guarantee that any employeeexecution, can speakinadvertently impede the flow of critical risk information. To prevent signal loss and maintain organizational integrity, the company maintains a non-blocking communication architecture. This policy grants every individual the explicit authority to leadershipbypass withoutthe fearstandard chain of retributioncommand fromwhen theirreporting directlines manager.
  • Escalationfail Path:to Step-by-stepaddress guidesystemic forrisks, resolvingethical conflicts:
    1. breaches, or personnel grievances.

1.7.1 Direct feedbackAccess (1:1).
  • ManagerAuthority

    • mediation.
  • People Ops /

    The "Open Door" escalation.is defined as an unrestricted interface between any employee and the executive function. Access to leadership is not a privilege; it is an operational control mechanism designed to identify and rectify management failures before they impact the product or the team.

    The Non-Retaliation Protocol

    The integrity of this system relies on immunity. Retaliation by a direct supervisor against personnel exercising the Open Door protocol — whether through schedule manipulation, task assignment bias, or hostility — is classified as a Severity 1 Management Defect. Proven retaliation constitutes grounds for immediate termination of the supervisor.

    1.7.2 The Resolution Algorithm (Escalation Path)

    To ensure efficient processing of conflicts, resolution must follow a defined escalation topology. Issues should be resolved at the lowest possible level to preserve leadership bandwidth for strategic exceptions.

    Level 1: Local Resolution (Direct 1:1)

    The initiator must first attempt to resolve the issue directly with the counterparty or the immediate process owner.

    • Requirement: Clear, data-driven communication of the grievance or process gap.
    • Goal: Immediate correction without administrative overhead.

    Level 2: Supervisory Mediation

    If direct interface fails or if the counterparty is uncooperative, the immediate supervisor acts as the primary mediation node.

    • Requirement: The supervisor must document the dispute and the proposed resolution.
    • Goal: Alignment with standard operating procedures and cultural norms.

    Level 3: Executive Escalation (The Open Door)

    If the supervisor is the source of the conflict, or if they fail to resolve a Level 2 issue within a reasonable timeframe, the Open Door Protocol activates.

    • Routing: The issue is routed directly to People Operations or Executive Leadership.
    • Requirement: Submission of prior resolution attempts (if safe to do so) and current status.
    • Mandate: Leadership is obligated to investigate and provide a definitive disposition.

    Final Checklist

    Resolution Domain

    Operational Mandate

    Access Rights

    Access to leadership is unrestricted; permission from a direct manager is not required.

    Retaliation

    Punitive action against employees using this policy is a terminable offense.

    Escalation Order

    Issues must be addressed at Level 1 (Direct) and Level 2 (Manager) before Level 3 (Executive), unless the manager is the issue.

    Resolution Duty

    Leadership must investigate and close all Open Door escalations with a documented outcome.


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