Human Resources > Grievance & Dispute Procedure
Authorised by: Chief Executive Officer
Revised Date: 9 May 2024
Reference: https://www.apicollege.edu.au/policies/Staff_Grievance_Procedure.pdf
Policy
Kyeema Support Services Inc. is committed to providing a fair, safe and productive work environment, consideration of grievances will be dealt with fairly, consistently, promptly and with sensitivity to all parties. This Grievance Policy applies to all Kyeema staff, volunteers and members.
Procedures
Kyeema Support Services recognises that an employee may not perform to the best of their ability if they feel they are being treated unfairly. Kyeema will endeavour to provide a fair and just working environment by aiming to ensure that employees have access to processes for the resolution of genuine personal grievances related to the workplace.
If the employee feels comfortable in doing so, they should attempt to address the issue directly with the person(s) involved in the grievance. The employee may find the other person was not aware of their grievance and the matter can be resolved directly with respectful and assertive communication.
If the employee does not feel comfortable talking to the person(s) involved, or they have tried to and it was ineffective in resolving the grievance, the employee should report the grievance to their manager or the HR Officer. If the issue warrants it, the manager/HR Officer will seek advice from the CEO.
Informal Procedure
A range of informal actions can often resolve the grievance. Such actions will depend on the individual circumstances of the grievance. Possible actions may include, but are not limited to:
- Management discussing the issue with the person against who the complaint is made
- Management facilitating a meeting between the two parties in an attempt to resolve the issue
In circumstances where discussions at workplace level do not resolve the dispute, the grievance may be escalated to more formal procedures.
Formal Procedure
A formal investigation of the grievance and a decision about appropriate actions and outcomes will be undertaken by the Human Resources Officer.
The investigation generally involves collecting information about the grievance and producing a finding based on the information made available. Once a finding has been made, the Human Resources Officer will make recommendations to the appropriate Executive Manager.
Appeal
If the employee is dissatisfied with the outcome of the formal investigation, they may appeal the decision in writing to the CEO.
Mediation
Where all parties involved agree, the grievance may be referred to an external mediator.
CEO
Where staff or managers believe the CEO has conducted him/herself in a manner that is not in the best interests of the organisation, the matter may be referred to the Chairperson of the Board. Whistleblower protections will then be invoked, making it illegal to treat the whistleblower in any way that could be construed as retaliatory.
Documentation
There is a Grievance Form HRF-18 that a worker may use at any stage of the process. This form is available on the QMS. When filled out the form is to be given to Management who will act on it.
Confidentiality
Managers and/or Human Resources will endeavour to maintain confidentiality as far as possible. However, it may be necessary to speak to with other employees or managers to best understand and resolve the grievance. All workplace participants involved in the grievance, including the employee who lodges the complaint are required to maintain confidentiality.
Support
The employee can seek advice from their manager or a support person at any stage during the grievance process. The employee can bring a support person to a grievance meeting if desired.
Relevant Policies, Procedures & Documents:
Clerks Private sector Award
Grievance Form HRF-18
Procedure for Handling Grievances reported to a Board Director