Grievance Policy

At Green Spark Group, we are committed to maintaining a workplace and a business grounded in integrity, fairness, and respect. We take all concerns seriously and want anyone who works with us or is affected by our work to feel safe raising them.

What This Policy Covers

This policy applies to all GSG employees, contractors, and community members. It covers concerns including:

  • Workplace harassment, discrimination, or bullying

  • Ethical violations or conflicts of interest

  • Health and safety concerns

  • Actions that conflict with our mission, values, or code of ethics

  • Any activity that is or may be illegal

How to Raise a Concern

Concerns can be raised at any time by contacting:

Zena Harris, Presidentzena.harris@greensparkgroup.com

If you prefer to raise your concern with someone other than Zena, you may contact:

Maggie Dumouchelmaggie.dumouchel@greensparkgroup.com

or

hello@greensparkgroup.com

You may raise concerns anonymously. We will do our best to protect your identity throughout the process.

What You Can Expect

  • Your concern will be acknowledged promptly, logged internally, and reviewed thoroughly.

  • If a concern is not accepted as a formal grievance, we will provide an explanation as to why.

  • We will regularly communicate the steps of the resolution process to you, provide updates on progress, and formally confirm when the matter has been resolved.

  • You will not face any retaliation — financial, professional, or otherwise — for raising a concern in good faith.

  • Your identity and the details of your concern will be kept confidential wherever possible.

  • We will communicate the final outcome of our review to you.

Our Commitment to Confidentiality and Protection

Protecting stakeholders from retaliation is a priority. We implement specific measures to enforce confidentiality and assess risks, including:

  • Allowing the grievance raiser or other affected stakeholders to request that their identities remain confidential if they anticipate retaliation.

  • Clearly informing those raising grievances about who will need to be involved or informed at the outset.

  • Seeking consent before sharing information with additional parties.

  • Maintaining strict confidentiality regarding the outcome of the process.

  • Providing enhanced training for those handling the grievance procedure.

  • Enforcing disciplinary action in cases of confidentiality breaches.

  • Collaborating with independent third parties to assess risks for vulnerable stakeholders when necessary or obligated.

We recognize that coming forward can be stressful. GSG is committed to supporting anyone who raises a concern, including access to peer or management counseling if needed.

Grievance Management and Oversight

To ensure the effectiveness and integrity of our grievance procedure, Green Spark Group maintains a secure internal tracking log for all concerns. This log is used to:

  • Monitor and Track: We document the status and subject matter of all grievances to identify trends and ensure timely resolution.

  • Record Evidence: We maintain documentation of the investigation, outcome, and formal closure of every grievance.

  • Annual Reporting: The Grievance Manager is responsible for managing this process and preparing an annual summary of grievance activities to ensure transparency and accountability.

Zena Harris serves as the designated Grievance Manager, with primary responsibility for overseeing the administration of this policy and ensuring compliance with our commitments.

If you have any questions about this policy, please reach out to zena.harris@greensparkgroup.com.

If you are unsatisfied with the outcome, you may escalate your concern to British Columbia’s Ombudsperson.