Staff Grievance and Resolution Policy and Procedure

The College is committed to resolving grievances:

• fairly
• promptly
• confidentially
• in accordance with principles of natural justice

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:

• honesty and clear communication
• respect for others
• a commitment to resolving issues constructively
• accountability for behaviour
• fairness in dealing with others

 
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:

• factionalism
• public criticism of colleagues
• spreading unverified allegations

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:

• raising concerns through appropriate channels
• respecting leadership and governance structures
• participating constructively in resolution processes

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:

• resolution at the lowest appropriate level
• procedural fairness and natural justice
• freedom from victimisation
• confidentiality
• timeliness
• good faith participation
• access to a support person during formal processes
• appropriate documentation and record keeping

10. Record Keeping

The College will maintain appropriate and confidential records of all grievances raised under this policy.
Records will include, where applicable:

• the nature of the grievance
• steps taken to resolve the matter
• any investigation undertaken
• outcomes and actions implemented

All records will be:

• stored securely
• handled in accordance with privacy and confidentiality requirements
• accessible only to authorised personnel

Record keeping supports:

• transparency and consistency in decision-making
• compliance with legal and regulatory obligations
• continuous improvement of workplace practices

11. Right of Appeal
A staff member may request a review of the outcome of a formal grievance where they believe:

• the process was not conducted in accordance with this policy
• procedural fairness was not afforded
• relevant information was not properly considered

A request for appeal must:

• be submitted in writing
• outline the grounds for appeal
• be lodged within 10 working days of receiving the outcome

Appeals should be submitted to:

• the Principal, or
• where the grievance concerns the Principal, the Chair of the Board

The appeal will be reviewed by:

• an appropriate senior staff member not previously involved, or
• a Board-appointed representative or independent reviewer where appropriate

The outcome of the appeal will be:

• communicated in writing
• considered final within the College’s internal processes

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:

• vexatious or frivolous
• knowingly false or misleading
• raised in bad faith
• intended to harm another person
• used to bypass other formal processes

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.