Complaints and Grievance Resolution

Introduction

The University of Melbourne is committed to ensuring fair, equitable and safe work practices. Grievances may arise from decisions which affect one individual. The grievance procedures in the University of Melbourne Collective Agreement 2010 (.pdf) apply to all staff grievances, except where specific procedures exist. In all cases, the grievance must relate to an issue arising from the employment relationship.

General Principles for Handling Grievances

Staff members should raise grievances with their supervisor and attempt to resolve such grievances locally and informally. Where such resolution fails or is not appropriate, staff should discuss the matter with their HR Consultant.

If the grievance relates to unlawful discrimination, sexual harassment, bullying or occupational violence, the affected person should discuss the matter with either a Discrimination, Sexual Harassment or Bullying Adviser.

In the case of all grievances, the University review the allegations and responds to the staff member who raised the grievance.

While the procedural requirements of the various grievance resolution mechanisms vary, the University aims to ensure that:

  • grievances are addressed sensitively, promptly and in accordance with relevant University policy and principles of natural justice
  • all reasonable steps are taken to respect the confidentiality of the people involved in a grievance
  • fairness and impartiality prevail throughout the appropriate resolution process - until a grievance is investigated and a decision is made, a grievance is an allegation, not a fact
  • appropriate records are maintained throughout the resolution process
  • persons who notify grievances are protected from victimisation or reprisal
  • persons who notify grievances are regularly informed of the progress of the matter, including the consequences of any finding that the grievance is substantiated or not substantiated

Before entering into the formal process, unless the grievance relates to unlawful discrimination, sexual harassment, bullying or occupational violence, the aggrieved staff member should attempt to resolve the grievance with his or her supervisor, or other person in the Department who has the power to resolve the grievance. Most grievances should be able to be resolved at local level.

In addition, nothing in this policy precludes a staff member of the University raising a grievance directly with a senior University staff member.

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Grievances Relating to Sexual Harassment, Uunlawful Discrimination, Bullying or Occupational Violence

Specific processes exist for handling grievances relating to sexual harassment, unlawful discrimination or workplace bullying or occupational violence. In these circumstances, the staff member must approach a Discrimination, Sexual Harassment or Bullying Adviser in the first instance, and the grievance must be handled through specific processes.

General Grievance

Staff members may also be aggrieved by decisions made by the University in relation to promotion, reclassification of staff positions and disciplinary penalties for misconduct and unsatisfactory performance.

Specific review committees exist to handle each of these issues. Staff members are advised of their entitlements for a review of the decision at the time they are advised of the decision.

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Links to Policies, Procedures and Key Contacts

Academic Promotions

Bullying

Confirmation for Academic Staff

General Advice

General Grievances

Occupational Health and Safety

Reclassification of Professional Staff Positions

Sexual Harassment

Unlawful Discrimination

Whistleblowers

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Additional Sources of Redress

If you have a grievance, you can also seek redress through the following external agencies:

For Administrative Decisions made within the University

For unfair dismissal and breaches of awards and enterprise agreements

For unlawful discrimination and sexual harassment

For workplace bullying

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