Grievance Resolution
- Introduction
- General principles for handling grievances
- Grievances relating to sexual harassment or unlawful discrimination
- General grievance
- Links to policies, procedures and key contacts
- Additional sources of redress
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 2006 Enterprise Agreement 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, workplace bullying or occupational violence, the affected person should discuss the matter with either an Anti-Discrimination, Sexual Harassment or Workplace Bullying Adviser.
In the case of all grievances, the University investigates 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 or workplace 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.
Grievances relating to sexual harassment, unlawful discrimination, workplace bullying or occupational violence
Specific processes exist for handling grievances relating to sexual harassment, unlawful discrimination or workplace bullying or violence. In these circumstances, the staff member must approach a Sexual Harassment, Anti-Discrimination or Workplace 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 general 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.
Links to policies, procedures and key contacts
General grievances
- Clause 86 - 2006 Enterprise Bargaining Agreement (.pdf)
- PPP Section 10.4: Review of Actions
- For initial advice and information, contact your Human Resources consultant
Sexual harassment
- Equity and Diversity website
- For initial advice and information, contact a Sexual Harassment Adviser
- Sexual Harassment Policy and Procedures Definitions and Scope
Unlawful discrimination
- Equity and Diversity website
- For initial advice and information, contact an Anti-Discrimination Adviser
- Unlawful discrimination
Workplace Bullying and Occupational Violence
- Equity and Diversity website
- For initial advice and information, contact a Workplace Bullying Adviser
- ?Management of Workplace Bullying and Occupational Violence? Policy
Whistleblowers
- If you believe an officer of the University has acted criminally or illegally and you wish your identity to be protected, consult the Whistleblower’s Protection Policy
Reclassification of professional staff positions
- University policy and procedures
- For initial advice and information, contact your Human Resources consultant
Academic promotions
- University policy and procedures
- For initial advice and information, contact your Human Resources consultant
Confirmation and disciplinary penalties for academic staff
- University policy and procedures
- For initial advice and information, contact your Human Resources consultant
Occupational health and safety
General advice
- For initial advice and information, contact your Human Resources consultant
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
- Ombudsman (Victoria)
The Ombudsman can also assist you if you are seeking to explore alleged criminal or serious wrongdoing of University officers or staff. Your anonymity will be retained under the Whistleblowers Act, 2000 and by the University's Whistleblower’s policy
For unlawful discrimination and sexual harassment
- Australian Human Rights Commission
- Victorian Human Rights and Equal Opportunity Commission (Victoria)