Thrivent DRPE dispute resolution program for employees statement of intent?, Google cache, Mandated beginning January 1, 2019?
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- When does the program take effect?
Current employees and field sales members must sign their agreements via DocuSign by December 31, 2018, and the program takes effect on January 1, 2019.
“Thrivent Dispute Resolution
Program for Employees
Statement of Intent
Thrivent Financial for Lutherans (“Thrivent”) and/or its’ affiliates or subsidiaries values each of its employees
(“Employee(s)”) and expects good relations with all of them. Occasionally, however, disputes may arise between an
individual Employee and Thrivent, or between Employees in a context that involves Thrivent. Thrivent believes that
such disputes will be best resolved by internal dispute resolution and, where that fails, by arbitration conducted by
the American Arbitration Association (“AAA”) under the then-current AAA Employment Arbitration Rules and
Mediation Procedures, to the extent not modified by the Thrivent Employee Arbitration Rules and Procedures.
For these reasons, Thrivent has adopted the Thrivent Dispute Resolution Program for Employees (“DRPE”), a multi-
step process by which Thrivent and its Employees will resolve their disputes. The DRPE should be read in
conjunction with the Thrivent Employee Arbitration Policy and the Thrivent Employee Arbitration Rules and
Procedures, which provide greater detail regarding the arbitration process. All Thrivent Employees are required to
sign the Thrivent Dispute Resolution for Employees Agreement acknowledging their agreement to the terms of the
DRPE, the Thrivent Employee Arbitration Policy, and the Thrivent Employee Arbitration Rules and Procedures.
This DRPE does not constitute a guarantee of employment or guarantee that your employment will continue for any
specified period of time or end only under certain conditions. Employment with Thrivent is a voluntary relationship
and nothing in the DRPE or any other company document constitutes an express or implied contract of employment
for any definite period of time. This DRPE does not constitute, nor should it be construed to constitute, a waiver by
Thrivent of its rights under the “employment-at-will” doctrine; nor does it afford an Employee or former Employee any
rights or remedies not otherwise available under applicable law.
PLEASE READ THIS DOCUMENT CAREFULLY AS IT CONTAINS TERMS THAT AFFECT YOUR RIGHTS. KEEP
THIS DOCUMENT FOR FUTURE REFERENCE.
The DRPE applies to all current Employees and former Employees of Thrivent and its subsidiaries and affiliates
(collectively, “Thrivent”), other than those individuals who Thrivent classifies as statutory Employees under applicable law.
It does not apply to independent contractors.
The DRPE governs how Thrivent and its Employees will resolve most disagreements and disputes, including but not
limited to legal disputes and controversies that relate to or arise from:
(1) employment with Thrivent;
(2) the terms or conditions of employment with Thrivent; or
(3) termination of employment with Thrivent.
Claims involving legal disputes and controversies of any kind, whether under federal, state or local law, including statutes,
rules, regulations, ordinances, and common law are subject to this DRPE.
The DRPE does not apply to claims for workers’ compensation or unemployment benefits or claims under Thrivent’s short-
term disability or long-term disability policies, and/or any plan or program governed by the Employee Retirement Income
The DRPE does not affect an Employee’s right to file a charge with the Equal Employment Opportunity Commission or a
similar state anti-discrimination agency. However, if an Employee wants to obtain any personal relief with respect to any
allegations raised to an agency, he or she must do so solely through the DRPE. The DRPE also does not affect an
Employee’s right to file unfair labor practice charges with the National Labor Relations Board, or to bring an individual
Private Attorney General (“PAGA”) claim.
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More detail regarding the kinds of disputes that may be arbitrated under the Thrivent Employee Arbitration Policy are
covered in that Policy.
Thrivent Dispute Resolution Program for Employees Process
The DRPE involves a multi-step process to resolve Employee disputes involving Thrivent, although not every
disagreement or dispute will be subject to each step of the process, as described below.
1. Working with your manager (optional) and/or the Code of Conduct Office or Workforce Relations (required)
You should always try first to resolve your dispute with your immediate manager, or, as necessary, higher-level managers if
you are comfortable doing so. If you choose not to work to resolve your dispute with your manager, you must work with
Thrivent’s Code of Conduct or Workforce Relations. To begin Thrivent’s DRPE process, contact the Code of Conduct Office
by calling ext. 844-5505 or 888-422-5737, or, by emailing “Box Code of Conduct”. Also available is the Code of Conduct
External Hotline, see SPEAK UP. Alternatively, you may contact Workforce Relations by emailing
2. Internal Appeal (required)
If you are not satisfied that your dispute has been appropriately addressed by management, Workforce Relations or
the Code of Conduct Office, you may appeal by requesting senior manager review of your dispute. To start the
appeal process, you must complete and email a Request for Dispute Review Form to Box Thrivent Dispute
Resolution Program. Completion of the Request for Dispute Review Form gives you the opportunity to provide a
written explanation of the dispute, the earlier decision and any other relevant information you believe is important to
As a general rule, appeals will be kept confidential to the extent consistent with a review of the appeal, but complete
confidentiality cannot be guaranteed.
3. Mediation (optional)
If you are not satisfied with the determination of the senior manager’s review (and the dispute involves claims or
issues that are not subject to final resolution by the manager), you may, but are not required to, request independent
third-party mediation. To start this process, you must complete and email a Request for Mediation Form to Box
Thrivent Dispute Resolution Program. Thrivent may, in its sole discretion, decline to mediate.
You and Thrivent will agree on an independent, neutral mediator who is a retired judge or has ten (10) years of experience
in employment law. Mediation will take place at a mutually convenient time, date and location, using an agreed-upon
format (i.e., face-to-face, video conference or telephone). Thrivent will pay the administrative costs of conducting the
mediation, such as the mediator’s fees and the cost of securing a location for the mediation. However, Thrivent will not pay
for any costs you personally incur as a result of the mediation, such as attorney fees, compensation for time off work, or
travel and lodging expenses.
4. Binding Arbitration (required)
If you elect not to mediate or are not satisfied with the outcome of mediation, the final step in Thrivent’s DRPE process is
binding arbitration. Binding arbitration only is available for disputes involving “Covered Claims” as defined in the Thrivent
Employee Arbitration Policy.
You may request arbitration of Covered Claims by completing and emailing a Request for Arbitration Form to Box
Thrivent Dispute Resolution Program. The arbitration will be conducted pursuant to the Thrivent Employee Arbitration
Policy and the Thrivent Employee Arbitration Rules and Procedures, which describes claims that are subject to arbitration
and sets forth rules regarding the selection of an arbitrator, the arbitration procedure, and other important matters.
As in mediation, Thrivent will pay the administrative costs of the arbitration, such as the arbitrator’s fees, the fees of the
neutral organization that administers the arbitration, the costs of renting a facility for the arbitration and any reasonable
and necessary court reporter expenses. Thrivent will not pay any personal costs you may incur as a result of the
arbitration, such as attorney fees, expert witness fees, discovery expenses, photocopying expenses, compensation for
time off work, or travel and lodging expenses.
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