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Acceptable Behaviour?. You are reprimanded for not finishing a task on time Colleagues tease you about the size of your nose You are asked to account for your errors Your supervisor yells insults at you when you make errors Your boss leers and winks at you after her Friday pub lunch - PowerPoint PPT Presentation
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Acceptable Behaviour? You are reprimanded for not finishing a task on time
Colleagues tease you about the size of your nose
You are asked to account for your errors
Your supervisor yells insults at you when you make errors
Your boss leers and winks at you after her Friday pub lunch
You have to move offices to accommodate a new worker
Someone is hiding your printing before you can get to it
Staff you supervise refuse point blank to follow direction
The promotion you asked for is rejected
A colleague asks you out for a drink
The Vice-Chancellor uses your personal teacup
Unacceptable Behaviour
Unwelcome
Offends, Humiliates, Intimidates, Degrades
May be targeted at a group characteristic
May be repeated or systematic
May be a one-off incident
The “Reasonable Person” TestCase by case, assessing factors like gender,
race, age and in general the relationship between the parties.
A reasonable person in the place of the victim:“How would a reasonable person feel in that situation?”
Reasonable person in the place of the perpetrator:“Could a reasonable person have anticipated that their behaviour would cause offence?”
CQU Responsibility
Take all reasonable steps to prevent and deal with workplace harassment, unlawful discrimination or bullying.
Provide access to a fair and rigorous process to settle disputes
Monitor processes and review as required
Individual Responsibility
Comply with policies
Treat others fairly & with respect all the time
Do not condone harassment or bullying
Report instances of harassment or bullying
Offer support to those victimised
Promote the importance of action against harassment and bullying
Defuse disputes
Separate normal management from the issues in dispute
Practice flexible effective communication Focus on tasks & outcomes De-personalise issues Use empathy to analyse others’ motivation Separate real from imagined differences
Feeling Aggrieved?
Ask yourself:
– What exactly has offended me?
– What do I want to happen in the end?
– Who is the best person to talk to?
– Can I solve the problem myself?
– What actions are open to me?
– Where will I seek support/assistance?
CQU Workplace GrievancesPolicy and Procedures
Flexibility in each case Six resolution options No compulsory sequence Defined responsibilities Principles underlying procedures Confidentiality & Defamation
Informal procedures
Option 1: Take no action Option 2: Deal with it individually Option 3: Mediation Option 4: Conciliation The procedures given for Options 3 & 4 are
suggestions and not prescriptive.
Option 5:Written formal complaint Staff:
to Director, Staff & Student Services
Students:
to Registrar/Chief Compliance Officer
Institutional (indirect discrimination):
to Vice-Chancellor
Formal Complaint Process
Director or Registrar/Chief Compliance Officer role: Acknowledgement within 5 working days Natural justice to respondent Unless ill founded, investigator appointed If in breach, advise VC on response:
– EBA misconduct clauses– Student Discipline Statute– Counselling, other referral or intervention
Report, compensation, restitution
Institutional Complaint
Vice Chancellor’s role: Acknowledgement within 5 working days Relevant advice sought Administrative remedy available? Fix it.
If no such remedy is apparent: ad hoc committee to investigate & report
– recommended action– recommend compensation, restitution
INITIAL CONTACTGrievance Contact Officer,
Supervisor, Head of School or Dean, providesinformation about processes and clarifies nature of
grievanceSelf-directed resolution
INFORMAL COMPLAINT
Equity & Diversity Office to facilitate resolution,Or appoint facilitatorOr appoint mediator
Or appoint conciliator
FORMAL COMPLAINTStaff – in writing to Director, Staff & Student Services.
Students – in writing to Registrar/CCO.Investigator appointed by:
Director, Staff & Student Services for staff;Registrar/CCO for students.Expert advice may be sought
Director – Staff & Student Services orRegistrar/CCO notify VC of any breach and advise VC
about remedial action which may be taken.
INSTITUTIONALCOMPLAINT
In writing toVice-Chancellor.
Equity Office provides advice.
BreachRemedial action approved by the Vice-Chancellor, which may include:Staff misconduct – current EBAStudent misconduct - Statute 4
Resolved – statistical report
No Breachadvise complainant in writing
Procedural remedy -report to complainant
Not resolved – complainant may choose to lodge a
formal complaint.This ends the informal
process.
Ad hoc committee appointed by VC to devise
remedy and report
KEY PRINCIPLESConfidentiality
ImpartialityGood Will