GRIEVANCE POLICY
All Nations International, Inc.
Adopted: June 17, 2026
Revised: August 14, 2026
Note: There are additional policies and efforts referenced in this document that may accompany this policy. Final documents will be available at a later date.
1. PURPOSE AND SCOPE
1.1 Purpose
All Nations International, Inc. (the “Corporation”) and the All Nations Family (“ANF”) are committed to a culture of integrity, safety, accountability, and biblical reconciliation. The Corporation recognizes that grievances may arise at any level of the ANF—within hubs, between network participants, or involving regional or national leaders—and that a clear, accessible process for raising and addressing those concerns is essential to healthy mission and community.
This Grievance Policy establishes the framework for how grievances are received, escalated, and resolved within the ANF network. It is designed to:
1.1.1 encourage early and appropriate resolution of grievances at the most local level possible;
1.1.2 provide a single point of contact—the Grievance Officer—for all network grievances, who is able to receive, route, and assist in resolving concerns regardless of which tier they arise at;
1.1.3 ensure that grievances against senior ANF or ANI (All Nations International) leadership are handled by those with appropriate authority and independence; and
1.1.4 protect those who raise genuine concerns from retaliation.
1.2 Who Is Covered.
This Policy applies to all persons who participate in the ANF network, including employees, contractors, and volunteers of the Corporation and of ANF hubs and national organizations; regional leaders, national leaders, hub leaders, and cross-cultural workers; and any person or entity that has signed an Affiliation Covenantal Agreement, National Coordinator Agreement, or Cross-Cultural Worker Agreement with the Corporation. By signing any such agreement, ANF colleagues—hubs, entities, and individuals—agree to submit to the grievance process set forth in this Policy.
1.3 What May Be Grieved. This Policy covers:
1.3.1 harassment, discrimination, bullying, or spiritual abuse by any ANF leader, worker, or participant;
1.3.2 financial misconduct, fraud, or misappropriation within a hub or national organization;
1.3.3 violation of ANF standards, policies, or commitments made under an Affiliation Covenantal Agreement;
1.3.4 misconduct by a hub leader, regional leader, or national leader in the exercise of their ANF role;
1.3.5 misconduct by a member of the Corporation’s International Leadership Team or Board of Directors;
1.3.6 failures of local grievance processes, including failure to investigate, retaliation, or inadequate response;
1.3.7 child safeguarding concerns, which will conducted in accordance with ANI’s Child Safeguarding Policy, and will include mandatory reporting obligations under applicable law; and
1.3.8 any other conduct that materially undermines the safety, integrity, or mission of the ANF.
1.4 Individual Confrontation.
Reporters or complainants are not required to confront the subject of a concern or engage in a Matthew 18 process prior to making a report, though they are encouraged to do so if they wish.
2. THE GRIEVANCE OFFICER
2.1 Appointment
The Board of Directors shall appoint a Grievance Officer to serve as a primary point of contact for all ANF network grievances. The Grievance Officer shall not be a member of the Board of Directors. The Grievance Officer shall be appointed by resolution of the Board and may be removed by the Board at any time.
2.2 Role and Authority. The Grievance Officer is responsible for:
2.2.1 receiving grievances submitted at any level of the ANF network;
2.2.2 assessing each grievance to determine the appropriate tier for handling and routing the grievance accordingly;
2.2.3 assisting parties in identifying and accessing local resolution processes where available;
2.2.4 facilitating escalation to higher tiers where local resolution is unavailable, inadequate, or inappropriate;
2.2.5 tracking the status of grievances and following up to ensure timely response; and
2.2.6 reporting regularly to the Board of Directors on grievance trends and systemic issues. The Grievance Officer does not serve as investigator or decision-maker but as a trusted, neutral intake and routing function. The Grievance Officer may consult with legal counsel, the ILT, or the Board as appropriate to fulfill this role.
2.3 Grievances Against the Grievance Officer.
If a grievance is made against the Grievance Officer, that grievance shall be submitted directly to the Chair of the ANI Board or to the independent directors of the Board. The Grievance Officer shall have no involvement in the handling of any grievance made against him or her.
2.4 Growth to a Committee.
If the volume or complexity of grievances warrants it, the Board may expand the Grievance Officer role into a Grievance Committee. The Chair of the Grievance Committee shall not be a Board member. The Board shall define the composition, authority, and procedures of any such committee by resolution.
2.5 The Grievance Officer appointed by the Board is Amber Grainger, who can be contacted at agrainger@allnations.international or by Signal or WhatsApp at: +1 (661) 805-2682.
3. TIERS OF GRIEVANCE HANDLING
ANF grievances are handled at four tiers, based on the nature of the concern and who the subject is. The Grievance Officer will assist in determining the appropriate tier and routing the grievance 3 accordingly. Grievances should be resolved at the most local level appropriate; escalation to a higher tier is appropriate where the lower tier is unavailable, conflicted, or has failed to provide an adequate response.
3.1 Tier 1—Local Resolution.
Where a grievance arises within a hub, national organization, or local community, it should first be addressed through that organization’s own grievance or conflict resolution process. Each ANF hub and national organization is expected to maintain a grievance process that is legally consistent with its local framework and morally consistent with ANF standards, as required by the Affiliation Covenantal Agreement. Local resolution may include informal conversation, mediation, or a formal internal complaint process, as appropriate to the culture and legal context.
3.2 Tier 2—Hub or National Organization Board.
If the grievance is against a hub leader or national leader, the grievance may be brought to the governing board of the hub or national organization, if one exists. If the hub or national organization does not have a governing board, or if the board is conflicted, the grievance shall escalate to Tier 3. The Grievance Officer can assist in facilitating this escalation.
3.3 Tier 3—Regional Leadership.
If Tier 1 and Tier 2 processes are unavailable, exhausted, or inadequate, the grievance will be escalated to the applicable ANF Regional Leader. The Regional Leader may facilitate mediation, conduct an informal review, or refer the matter to the ILT for further escalation. A Regional Leader who is the subject of a grievance shall not participate in the handling of that grievance, which shall escalate directly to Tier 4.
3.4 Tier 4—ILT and ANI Board.
Grievances shall be escalated to Tier 4 in the following circumstances:
3.4.1 the grievance involves the conduct of a member of the International Leadership Team;
3.4.2 the grievance involves the conduct of the President/CEO;
3.4.3 no Tier 1, 2, or 3 process is available or appropriate;
3.4.4 lower-tier processes have been exhausted or have produced an inadequate response; or
3.4.5 the Corporation has determined that the nature or gravity of the concern warrants direct ANI involvement. At Tier 4, grievances are handled as follows:
3.4.6 Grievances involving hub leaders, regional leaders, or national leaders: handled by the ILT, which has authority to remove or discipline such leaders. The ILT shall report the outcome to the ANI Board.
3.4.7 Grievances involving an ILT member (other than the CEO): submitted to the President/CEO, who shall report to the ANI Board.
3.4.8 Grievances involving the President/CEO: submitted directly to the Chair of the ANI Board or to the independent directors, who have authority to receive, investigate, and act upon such concerns.
4. HOW TO SUBMIT A GRIEVANCE
4.1 Submission.
All grievances—at any tier—may be submitted to the Grievance Officer, who will receive, assess, and route the grievance to the appropriate tier. A grievance may also be submitted directly to the appropriate tier if the submitter knows which tier applies. Written 4 submissions are encouraged because they create a clear record and allow for more effective follow-up. A grievance should include, to the extent possible:
4.1.1 the name of the person submitting the grievance (unless anonymous);
4.1.2 a description of the conduct or concern, including dates, locations, and the names of persons involved;
4.1.3 any supporting information, documentation, or witnesses; and
4.1.4 the relief or outcome the person submitting the grievance is seeking.
4.2 Contact Information.
Grievances may be submitted to the Grievance Officer at:
4.2.1 Amber Grainger
4.2.2 agrainger@allnations.international or by Signal or WhatsApp at +1 (661) 805-2682.
4.3 Grievances to Board.
Grievances involving the President/CEO or the Grievance Officer should be submitted directly to the Chair of the ANI Board or to the independent directors of the Board.
4.4 Anonymous and Confidential Submissions.
Anonymous grievances are accepted. The Grievance Officer will consider all credible anonymous reports. Anonymous reports may be difficult to fully investigate because the Grievance Officer cannot follow up with the reporter. A person who requests confidentiality is not making a truly anonymous report and has the full protection of this Policy’s non-retaliation provisions. The Corporation will use reasonable efforts to honor confidentiality requests, but cannot guarantee anonymity in all circumstances, particularly where disclosure may be required by law or necessary to conduct a fair investigation.
5. INVESTIGATION AND RESPONSE
5.1 Acknowledgment.
The Grievance Officer will acknowledge receipt of all grievances as soon as reasonably practicable, and in any event within ten (10) business days for Tier 4 grievances.
5.2 Response.
The appropriate response will depend on the nature and severity of the concern. The receiving body may facilitate informal or formal resolution or mediation, conduct an informal or formal review, appoint an independent investigator or team, engage outside counsel, or refer the matter to a higher tier or to applicable authorities. All parties are expected to cooperate in good faith and refusal to cooperate may be cause for termination.
5.3 ANI Oversight and Intervention.
The Corporation may intervene in any ANF grievance process if the local process has failed to produce a timely or adequate response; the concern involves a violation of the Affiliation Covenantal Agreement or ANI policy; the safety or wellbeing of any person is at risk; or the ILT or Board otherwise determines that direct involvement is warranted.
ANI’s authority to intervene in the grievance processes of affiliated entities arises from the Affiliation Covenantal Agreement. ANI does not have authority to govern the internal affairs of independent local churches or organizations that have not executed an Affiliation Covenantal Agreement.
5.4 Allegations Outside the ANI Role.
The Corporation acknowledges that it does not have the right to intervene in the responses of non-ANI churches, ministries, or other situations. However, if ANI personnel are the subject of allegations outside their ANI role, the Corporation reserves the right to determine whether an adequate response has taken place, to alter the 5 relationship based on such an adequate response, or to alter the relationship if there has been no adequate response.
5.5 Outcomes.
Following a review or investigation, the receiving body may find the concern unsubstantiated; facilitate reconciliation or corrective action; recommend or impose discipline; suspend or terminate an individual; suspend or terminate an Affiliation Covenantal Agreement or other ANF relationship; refer the matter to law enforcement or regulatory authorities; or take such other action as is consistent with ANI’s Bylaws, policies, and applicable agreements.
6. CHRISTIAN DISPUTE RESOLUTION
The Corporation is committed to biblical principles of reconciliation and peacemaking. Where the nature of a dispute permits, ANF encourages parties to seek resolution through prayer, direct communication, and—where needed—Christian mediation or arbitration consistent with 1 Corinthians 6. Nothing in this Policy requires ANF members to forego legal rights or remedies available under applicable law; however, parties are encouraged to exhaust ANF’s internal reconciliation processes before pursuing external legal remedies, except where immediate legal action is necessary to protect safety or legal rights.
7. NON-RETALIATION
The Corporation strictly prohibits retaliation against any person who, in good faith, submits a grievance under this Policy, participates in an investigation or review, or cooperates with any ANF grievance process. Any person who believes they have experienced retaliation should report it through this Policy’s channels. The Corporation will address retaliation with the same seriousness as the underlying concern. This non-retaliation commitment applies at all tiers of the ANF network, and the Affiliation Covenantal Agreement will require affiliated entities to maintain a comparable commitment.
8. GOOD FAITH REQUIREMENT
This Policy’s protections apply to persons who submit grievances in good faith. A person who knowingly submits a false grievance under this Policy may be subject to discipline or removal from ANF affiliation.
9. RELATIONSHIP TO OTHER POLICIES
This Policy operates alongside the Corporation’s Whistleblower Policy (for internal corporate concerns), Conflict of Interest Policy, Document Retention Policy, Child Safeguarding Policy and any adopted Employee Handbook policies. Internal corporate concerns should be reported under the Whistleblower Policy.
10. ADMINISTRATION AND REVIEW
The Board of Directors bears ultimate responsibility for this Policy. The Grievance Officer is responsible for implementation at the network level and reports to the Board on grievance activity. The Board will review this Policy annually and update it as the ANF network structure and Affiliation Covenantal Agreement framework develop. Amendments require approval by a majority of the Board of Directors.
Adopted by the Board of Directors of All Nations International, Inc.
Date: June 17, 2026
Matt Lockett, Secretary
All Nations International, Inc.
ADDENDUM TO ANI GRIEVANCE POLICY
1. ABUSE AND MISCONDUCT DEFINITIONS
10.1 Sexual Misconduct would include any sorts of activities banned by the ANI Code of Conduct, including sexual activity outside of marriage or inappropriate conduct or language.
10.2 Child Abuse is any action (or lack of action) in the context of a relationship of responsibility, trust, or power, that significantly endangers or harms a minor’s physical or emotional health and development.
10.2.1 Child Physical Abuse is non-accidental physical injury inflicted by a parent, caregiver, or other person who has responsibility for the child. It can result from severe discipline or physical punishment that is inappropriate to the child’s age or condition and outside the norms of the culture. Physical abuse may be a single episode or repeated episodes and can range in severity from minor marks and bruising to death. A non-accidental physical injury does not include appropriate medical care, appropriate restraints, or appropriate discipline.
10.2.2 Child Sexual Abuse is any act whereby an adult or older child uses a child for sexual stimulation. Child sexual abuse generally refers to sexual acts, sexual exploitation, or sexually motivated behaviors involving children. It includes both touching offenses, such as fondling or sexual intercourse, and non-touching offenses, such as exposing a child to pornographic materials
10.2.3 Neglect is a pattern of failing to meet the child’s basic needs for food, clothing, shelter, education, health care or other essentials, in the context of resources reasonably available to the child’s family or caretakers and the reasonable understanding of the child’s culture. It can include a failure to properly supervise and protect a child. Physical neglect may include the failure to provide necessary food, shelter, or supervision. Medical neglect may include the failure to provide necessary medical or mental health treatment. Educational neglect may include the failure to educate a child or attend to his or her special education needs. Emotional neglect may include inattention to a child’s emotional needs or psychological care or letting the child use alcohol or drugs.
10.2.4 Emotional Abuse is a repeated pattern of parental or caregiver behavior that demeans, psychologically damages, threatens, or is cruel to a child. It may include constant criticism, threats, rejection, or the withholding of love, support, or guidance. It may take the form of spiritual abuse.
10.2.5 Child-on-Child Sexual Abuse is perpetrated by one or more children against one or more other children. It is usually considered abuse if there is a difference of age between the children involved of three or more years, or some other power differential of size, capacity, etc. Whether abuse or not, child-on-child sexual behavior is harmful to all children involved, and must be addressed.
10.2.6 Inappropriate Behavior is actions that raise concern regarding the treatment of another person, but that do not meet the definition of abuse. Inappropriate behavior will trigger an action plan.
10.3 Discrimination and Harassment are defined as treating someone unfairly or differently, based on race, color, religion, sex, pregnancy, disability, age, or other characteristics protected by law. Discrimination can happen in hiring, promotions, job assignments, pay, benefits, training, or workplace interactions.
10.4 Bullying can include derogatory comments, slurs, hitting, pushing, or other assault, offensive drawings, or spreading rumors and excluding people.
10.5 Spiritual Abuse occurs when a person in a position of spiritual influence or authority uses that position in a manner that manipulates, controls, intimidates, exploits, or harm others under the guise of serving God or advancing ministry. While spiritual authority seeks the good of those served, respects the conscience, and permits disagreement, spiritual abuse primarily protects the abuser, often through fear, guilt, shame, or manipulation.
11. DISCUSSION OF MATTHEW 18
Where they feel comfortable, ANI encourages personnel to resolve conflicts through Matthew 18 principles. Where the conflict at issue involves multiple people or affects the organization, it should be reported to a supervisor even if it has been resolved, for the good of the organization.
If personnel do not feel comfortable discussing problems individually, or feel it impacts the organization, or both, they should report to their supervisor, the Grievance Officer, or using any of the methods discussed in this policy. Part of ANI’s response will include considering Christian conciliation, perhaps at the end of a longer process, but with care taken so that persons do not feel unsafe because of power differentials.
12. POSSIBLE APPROACHES TO CONFLICT
When there has been an offense, conflict, or violation of policy, there may be a number of approaches, depending on the situation.
If there has been a criminal violation, such as child abuse or fraud, the allegation may need to be reported to appropriate governmental authorities.
If the matter is a personality conflict, leaders may facilitate a discussion between the parties, according to Christian conciliation principles.
If the conflict has more severity, there may be Christian mediation, facilitated by a trained third-party.
In some situations, someone in the HR role may conduct an internal investigation.
In some situations, pastoral leaders may be asked to engage in conflict resolution.
In some situations, a formal outside investigation may be needed, with appropriate experts in areas like child abuse, employment law, or forensic accounting.
In some situations, other assessments may be performed, like a 360 evaluation, an organizational leadership audit, or workplace testing.
In some situations, formal coaching may be a good solution.
While Scriptural goals are for repentance, conciliation, and living together well, there may be many approaches and tools. Where there is a complaint, the Grievance Officer and other leaders will help to design an adequate approach.