The College is committed to fostering a workplace characterised by integrity, respect, fairness, and accountability consistent with its mission and values.
The College seeks to address workplace concerns and grievances in ways that reflect principles of respectful engagement and sound governance practices.
This policy establishes the principles by which staff grievances are addressed, ensuring fairness, accountability, and alignment with applicable legislation and regulatory standards.
This policy supports the College’s compliance with the Higher Education Standards Framework (Threshold Standards) 2021, particularly in relation to staff wellbeing, governance, and institutional accountability.
Chief Operations Office and Human Resources
The College is committed to fostering a workplace characterised by integrity, respect, fairness, and accountability consistent with its mission and values.
The College seeks to address workplace concerns and grievances in ways that reflect principles of respectful engagement and sound governance practices.
This policy establishes the principles by which staff grievances are addressed, ensuring fairness, accountability, and alignment with applicable legislation and regulatory standards.
This policy supports the College’s compliance with the Higher Education Standards Framework (Threshold Standards) 2021, particularly in relation to staff wellbeing, governance, and institutional accountability.
This policy applies to:
This policy applies to grievances concerning:
This policy does not apply to matters addressed under separate formal processes, including:
Grievance – A workplace-related concern or complaint raised by a staff member.
Complainant – The staff member raising the grievance.
Respondent – The person(s) the grievance relates to.
Resolver – The person responsible for managing the grievance process.
Investigator – A person appointed to conduct a formal investigation.
4. Policy Statement
The College is committed to resolving grievances:
Where possible, concerns should be addressed through constructive dialogue before formal processes are initiated.
Formal processes exist to ensure appropriate resolution where matters are complex, serious, or cannot be resolved informally.
5. Workplace Values in Conflict Resolution
The College recognises that conflict may arise in any workplace. Staff are expected to address conflict in ways that reflect:
6. Resolution Framework
The College encourages staff to address conflict through a staged approach where appropriate:
Step 1 – Direct Conversation
Where appropriate, raise the matter directly with the individual involved in a respectful and private manner.
Step 2 – Assisted Conversation
If the matter cannot be resolved directly, seek assistance from a supervisor or appropriate senior staff member to facilitate discussion.
Step 3 – Formal Process
Where informal approaches do not resolve the matter, or where the matter is serious, it should be escalated through formal grievance procedures.
Where appropriate, resolution may include mediation, including the use of an independent external mediator.
7. Expectations in Managing Conflict
Staff are expected to conduct themselves in a manner that supports a respectful and professional workplace.
Respectful Communication
Staff should address concerns respectfully and constructively.
Appropriate Communication Channels
Concerns should be raised through appropriate channels rather than informal or speculative discussion.
Constructive Resolution
Staff are encouraged to seek resolution of issues wherever possible.
Professional Conduct
Staff should approach conflict with professionalism and a willingness to reflect on their own actions.
Maintaining Workplace Integrity
Staff should avoid behaviours that undermine the workplace environment, including:
8. Escalation, Authority and Professional Responsibility
The College recognises that effective workplaces require both constructive engagement and responsible leadership.
While staff are encouraged to pursue informal resolution, unresolved or serious matters should not remain indefinitely at an informal level.
Staff are expected to demonstrate professionalism by:
The resolution framework does not replace the College’s responsibility to manage workplace issues in accordance with legal and governance obligations.
9. Principles
Grievances will be managed according to the following principles:
10. Record Keeping
The College will maintain appropriate and confidential records of all grievances raised under this policy.
Records will include, where applicable:
All records will be:
Record keeping supports:
11. Right of Appeal
A staff member may request a review of the outcome of a formal grievance where they believe:
A request for appeal must:
Appeals should be submitted to:
The appeal will be reviewed by:
The outcome of the appeal will be:
12. Misuse of the Grievance Process
The grievance process exists to address genuine workplace concerns.
The College may determine that a grievance constitutes misuse of process where it is:
Where misuse is identified, the College may take appropriate action in accordance with relevant staff policies.
13. Responsibilities
Staff
Staff are expected to raise concerns in good faith and participate appropriately in grievance processes.
Supervisors
Supervisors are responsible for promoting respectful workplaces and supporting early resolution of concerns.
Chief Operating Officer
The Chief Operating Officer is responsible for ensuring consistent application of this policy.
Principal
The Principal is responsible for overseeing implementation across the College.
Board
The Board provides governance oversight of institutional policies.
Where a grievance concerns the Principal, the matter is managed by the Board.
14. Related Legislation and Standards
15. Related Documents
