Effective date: June 2026
Applies to: BUCK, It's Nice That, Creative Lives in Progress, Giant Ant, Wild, Part & Sum, Acronym, and OKCOOL
Owner: Residence HR Team and COO
Purpose
Residence is committed to high standards of social and environmental performance, transparency, and accountability across our network of eight creative companies. This policy gives employees, clients, suppliers, partners, and any other stakeholder affected by our work a clear way to raise a concern about our operations or conduct, and describes how we protect anyone who does so from retaliation.
This policy exists independently of, and in addition to, any internal HR complaint process. It is the mechanism through which both our own people and anyone outside Residence can flag a concern.
Scope
This policy applies to all stakeholders connected to Residence's work, including:
Employees and contractors across all eight companies
Clients
Suppliers, vendors, and freelancers
Partners and collaborators
Members of the public affected by our work
What you can raise a grievance about
We accept grievances related to:
Unsafe or hazardous working conditions
Discrimination, harassment, or bullying
Breaches of health and safety requirements
Unfair labor practices or violations of worker rights
Environmental impact
Social impact
Governance and business ethics
Transparency and accountability
Concerns about a Residence product, service, or deliverable
Supply chain conduct
If your concern doesn't fit neatly into one of these categories, raise it anyway. We will review it if it relates to a specific, credible concern about how Residence operates.
How to submit a grievance
You can reach us through any of the following:
Email: grievance@residence.co
Form: residence.co/grievance (stakeholder grievance form, accessible without login)
Post: FAO People Team, Residence, 120 San Pedro,, 4th Floor, Los Angeles, CA 90012
When you submit a grievance, please include your name, contact details, a description of the concern, relevant dates, and any supporting documentation. You may submit anonymously. We will still review anonymous submissions, but providing contact details allows us to investigate more thoroughly and follow up with you directly.
Employees also have access to internal reporting channels, including direct conversations with their manager or the HR Team, as well as an "open door" policy with company leadership. These internal channels exist alongside this policy, not instead of it.
What happens after you submit a grievance
Acknowledgment. We will confirm receipt within 5 business days and outline the process and an estimated timeline for resolution.
Initial review. Within 15 business days of acknowledgment, a member of the HR Team or a designated senior leader will determine whether the grievance falls within the scope of this policy. If it does, we will open a full investigation.
Resolution. We aim to resolve grievances within 20 business days of acknowledgment. Outcomes may include corrective action, a policy change, or another appropriate remedy. If we determine a grievance does not fall within scope, we will explain why in writing.
Appeal. If you disagree with the outcome, you may appeal within 10 business days of our decision. A senior leader not involved in the original investigation will review the appeal and communicate a final decision within 20 business days.
We will keep you informed at each step, whether that means confirming a resolution has been reached or explaining why a particular grievance wasn't accepted.
Confidentiality
We treat every grievance confidentially. Information is shared only with the people directly involved in investigating and resolving it, consistent with applicable data protection law. We seek your consent before sharing your information with anyone beyond that group, except where required by law.
Protection against retaliation
Residence prohibits retaliation against anyone who raises a grievance in good faith, whether they are an employee, client, supplier, or any other stakeholder.
Our commitment. No one will face demotion, termination, harassment, exclusion from work opportunities, or any other adverse action for raising a concern in good faith, including concerns about a manager, a client relationship, or a senior leader.
Consequences for retaliation. Any confirmed act of retaliation will result in disciplinary action, up to and including termination for employees, or termination of the business relationship for external parties such as suppliers or contractors.
How we protect you. We protect whistleblowers through:
Confidential reporting channels, including the option to submit anonymously
Review and oversight by senior leadership, independent of the team or individual involved in the grievance
Limiting access to grievance details to those directly handling the investigation
Seeking your consent before involving additional parties
Disciplinary action for any breach of confidentiality
Training for anyone responsible for handling grievances
Monitoring and improvement
We log every grievance and its resolution. The HR Team reviews this record periodically to identify patterns and areas where our practices need to improve. What we learn feeds back into how we operate, not just how we respond to the next complaint.
A note on why this exists
Residence works with some clients in industries that B Lab classifies as controversial or carries an elevated risk of negative impact. This policy, along with our companion Client Screening Policy, reflects our commitment to operating with accountability in those relationships, not just the appearance of it. This policy and the screening criteria behind our client relationships are reviewed annually.
Reference to B Corp standards
This policy is designed to meet B Lab's requirements for a stakeholder grievance mechanism and whistleblower protection policy, including coverage for both internal and external stakeholders. For more on B Corp certification standards, visit bcorporation.net.
Questions about this policy can be directed to [grievance@residence.co] or to the Residence People HR directly.
