Centerspace is committed to providing the best possible working conditions for our team members.  Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from Centerspace managers and management. 


Centerspace strives to ensure fair and honest treatment of all team members.  All team members are expected to treat each other with mutual respect and are encouraged to offer and be open to receiving positive and constructive criticism. 


If a team member disagrees with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure.  No team member will be penalized, formally or informally, for voicing a complaint with Centerspace in a reasonable, business-like manner, or for using the problem resolution procedure.  


If a situation occurs when a team member believes that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps.  The team member may discontinue the procedure at any step.

  1. Team member presents the problem to their manager after the incident occurs.  If their manager is unavailable or the team member believes it would be inappropriate to contact that person, then the team member should present the problem to the Talent & Culture department. 
  2. The manager should respond to the problem during discussion or after consulting with appropriate managers or the Talent & Culture department when necessary.  The manager is expected to document this discussion.
  3. If the problem remains unresolved, the team member should present the problem to the Talent & Culture department. 
  4. The Talent & Culture department will counsel and advise the team member, assist in putting the problem into writing, and visit with the team member’s manager(s) if necessary, to assist with resolving the issue. 
  5. If the problem remains unresolved, the team member should present the problem in writing to the SVP of Talent & Culture or a member of the Executive team.  This will begin an investigation of the situation up to that point, and a decision will be made.  The team member will be informed of the decision and a copy of the written response will be included in the team member’s personnel file.  The General Counsel has the full authority to make any adjustment deemed appropriate to resolve the problem.


Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussion of mutual problems can team members and management develop confidence in each other.  This confidence is important to the operation of an efficient and harmonious work environment and helps ensure everyone’s job security.

Also found in the Centerspace Team Member Handbook.