As part of the approach by the University to providing a fair, safe and productive work environment, consideration of grievances will be dealt with fairly, consistently, promptly, with sensitivity to all parties and in accordance with the principles of natural justice.
- Staff Grievance Policy
- Staff Grievance Procedure
- External complaints process - see Role of the Ombudsman for further information
- Grievance Lodgement Form
The Staff Grievance Procedure provides detailed information on resolving a grievance within the University. A grievance is defined as behaviour or action of another member or members of staff, which has or is likely to have an unreasonable negative impact on the ability of a staff member to undertake their duties.
The three stages in resolving a grievance are:
(A) Preliminary action
If appropriate, you should attempt to resolve the grievance directly with the person(s) concerned and as early as possible.
(B) Informal procedure
You can speak with your supervisor to help resolve your grievance. If your grievance is against your supervisor you may speak with your supervisor's supervisor. The aim of this stage is to find a suitable and satisfactory resolution to the grievance (rather than investigating the grievance). Your supervisor will expect you to participate in the process by outlining your grievance, suggesting a process for resolution and outlining a suggested solution.
(C) Formal procedure
You can lodge a Grievance Lodgement Form with the Director, Human Resources and request a formal investigation of the grievance. This step will not normally be undertaken unless you have attempted to settle your grievance under the Informal Procedure. An independent investigator will be appointed to investigate and provide recommendations to the Vice-Chancellor and it is the Vice-Chancellor who makes a final decision of what actions (if any) should be taken.
For information on grievances, contact the Director, Human Resources by email to firstname.lastname@example.org.