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A/6.1 Grievance resolution policy |
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6.1.1 Policy statement 6.1.1 Policy statementQUT is committed to ensuring a harmonious, fair and just working and learning environment by ensuring that staff and students have access to processes that allow for grievances, disputes, problems and complaints to be resolved. All managers and supervisors have an obligation and responsibility to proactively promote a workplace free of workplace bullying and intimidation whether this is between supervisors and staff, between staff members or between staff and students. All grievances will be dealt with in a supportive environment without victimisation or intimidation of anyone connected with the grievance either during or subsequent to a grievance resolution procedure. QUT's approach to grievance resolution emphasises:
Three sets of procedures arise from this policy dealing specifically with grievances related to workplace, discrimination or student matters. All have a common three-step framework, and are informed by the same principles. Between them, they apply to all staff and students and cover disputes, grievances and problems affecting the working and learning environment such as:
* " Bullying " is defined as the repeated less favourable treatment of a person by another or others, which may be considered unreasonable and inappropriate. It includes behaviour that intimidates, offends, degrades or humiliates a person, possibly in front of colleagues or clients. Bullying complaints by staff where discrimination related elements appear to be present will be dealt with under the grievance resolution procedures for discrimination-related conflicts. All other staff grievances will be dealt with under the workplace related grievance procedures. 6.1.2 Policy principlesThe University's grievance resolution policy and procedures is based on the following principles: (a) Informal and early resolution of grievances is encouraged. (b) Conciliation of grievances will be undertaken by relevant University officers to assist parties to reach agreement, where possible. (c) It is the primary responsibility of supervisors to take all reasonable steps to prevent and resolve grievances in their work units. Supervisors need to recognise the early signs of disharmony in their teams and to take early, sensitive and positive steps to prevent and resolve grievances between their staff. Similarly, academic supervisors should seek to prevent grievances developing in the student body. Supervisors should not wait until someone makes a complaint before taking action. If a complaint is made, it is the supervisor's responsibility to seek to resolve the issue. (d) The parties involved in the grievance must participate in the grievance resolution process in good faith. (e) The University may take action against vexatious or frivolous complaints. Any person found to have made such a complaint may be subject to the University's disciplinary procedures as defined in the relevant enterprise bargaining agreement or University policy (Clause 44 Enterprise Bargaining Agreement (Academic Staff) , Clause 49 Enterprise Bargaining Agreement (Professional Staff) , Disciplinary Action for Misconduct and Serious Misconduct - Senior Staff ( B/8.5 ), or Statute No 2 - Student Discipline ( Appendix 1(b) ). A complaint which is made in good faith is not a vexatious complaint, even if the complaint is not eventually substantiated. (f) The grievance resolution process will be conducted as expeditiously as possible and in accordance with the agreed timeframe specified within each procedure. (g) The procedures will be applied fairly with integrity and flexibility. (h) All persons are to be treated with respect and impartiality, and provided with support at all stages of the process. (i) The principles of natural justice and procedural fairness will be observed. These principles include:
(j) Confidentiality will be respected and maintained at all times within the constraints of the need to fully investigate the matter, subject to any legal requirements for disclosure and consistent with the principles of natural justice. (k) Where it is considered by a University officer responsible for grievance resolution that the alleged actions or behaviours which constitute the grievance may amount to misconduct or serious misconduct as defined in the relevant enterprise bargaining agreement or policy, the matter must be reported to the Vice-Chancellor. The Vice-Chancellor may decide to handle the matter in accordance with the relevant procedures for misconduct and serious misconduct (Clause 44, Enterprise Bargaining Agreement (Academic Staff) for an academic staff member, Clause 49, Enterprise Bargaining Agreement (Professional Staff) , Disciplinary Action for Misconduct and Serious Misconduct - Senior Staff (MOPP B/8.5 ), or the appropriate student procedures). 6.1.3 Framework for procedures(a) The following procedures arise from this policy but are separate to this policy:
(b) Before initiating any action under the grievance resolution procedures referred to in (a) above, a complainant is advised to seek information and support in relation to these procedures from the Equity Section, the Human Resources Department, Student Ombudsman, Discrimination Contact Officer, or their staff representative or Student Guild. University officers will guide complainants to the appropriate procedures. If it is found that the procedures initiated are not appropriate to the grievance, the University has the right to determine under which of its procedures the grievance will be handled. Where this occurs the University will advise the complainant of the procedures under which the grievance will be handled. (c) Staff and students are encouraged to resolve grievances between themselves, where possible. (d) Common to the procedures for dealing with workplace, discrimination and student related grievances is the three-level grievance resolution process available within the University. The three level process emphasises the resolution of the issue at the lowest possible level. Tribunals external to the University are also available on most matters of grievances. The three level process is summarised below:
Related Documents
MOPP B/8.1 QUT Code of Conduct Modification History
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