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Discrimination, Bullying and Harassment Complaints against Employees Procedure

Procedure overview

1 Purpose

To support the rights of both Students and Employees to achieve their full potential free from Workplace Bullying and Harassment, Discrimination, Harassment, Victimisation and Vilification, through a robust set of responsibilities and procedures associated with resolving Complaints of this nature made against University Employees.

2 Scope

This procedure applies to:

  • all Discrimination, Bullying and Harassment concerns and Complaints raised against Employees (including honorary, visiting and adjunct appointments) by any individuals involved in University related activities, including Students.

Exclusions:

  • Discrimination, Bullying or Harassment concerns or Complaints raised against members of University Council will be managed in accordance with the Policy on Complaints Involving Council Members and pursuant procedure.
  • Discrimination, Bullying or Harassment concerns or Complaints raised against a Student (including those made by an Employee) will be managed in accordance with the Harassment and Discrimination Complaint Resolution for Students Policy and Procedure.

3 Procedure overview

This procedure outlines responsibilities of the University, Managers and Employees in managing and responding to concerns and Complaints related to Discrimination, Bullying and Harassment made against Employees, and outlines the Complaint resolution stages to be followed in resolving such issues.

4 Procedures

4.1 Responsibilities

4.1.1 University

To support the Complaint resolution process, the University will:

  • maintain a pool of designated Harassment and Diversity Contact Officers and ensure they are adequately trained
  • provide training and professional development opportunities for Employees, Supervisors and Managers and education and awareness programs for Students in relation to Discrimination, Bullying and Harassment Complaint processes in the University
  • ensure Managers and Employees have access to training on their rights and responsibilities in relation to Complaints, including mandatory induction and compliance training
  • provide accessible information in relevant policies, procedures, schedules and websites regarding access to internal and external avenues of support for individuals in relation to Discrimination, Bullying and Harassment concerns
  • nominate external Mediators and Investigators to the Director of Integrity and Professional Conduct or Director (Human Resources) for inclusion on the approved list of external Mediators and Investigators
  • securely archive all documentation pertaining to Complaints according to the University policy and procedure on record keeping and storage
  • maintain a confidential data base of Complaints
  • provide regular statistical reports to the Social Justice Committee, Director of Integrity and Professional Conduct and the Vice-Chancellor
  • brief the Vice-Chancellor on issues arising from the reports.

Depending on the scope and nature of the Complaint, Human Resources, Student Services or other University work area (as relevant to the nature of the Complaint) will manage the Complaint resolution process in consultation with the individuals concerned.

4.1.2 Managers and Supervisors

All Managers and Supervisors have an obligation and a responsibility to take all reasonable steps to ensure that no form of Discrimination, Bullying or Harassment takes place in the University environment, whether this is between Managers and Employees, between Employees or between Employees and Students.

This includes ensuring that a culture of unacceptable behaviour is not allowed to develop. Individuals should be given clear guidance about what is acceptable and what is not acceptable behaviour in the University environment.

Managers and Supervisors have a duty to ensure that they are aware of their responsibilities in the prevention and resolution of Complaints of Discrimination, Bullying or Harassment and to ensure that these Complaints are dealt with in a supportive environment without Victimisation or intimidation of any individual connected with a Complaint during or subsequent to resolution.

It is the primary responsibility of Managers and Supervisors to take all reasonable steps to prevent and resolve Complaints raised in their area/s of responsibility. Managers need to recognise the early signs of disharmony and to take early, sensitive and positive steps to prevent and resolve Complaints. Managers should not wait until an individual makes a Complaint before taking action, and if a Complaint is made, it is a Manager's responsibility to assist the individual to resolve the issue.

To support the Complaint resolution process, it is the responsibility of a Manager to:

  • inform individuals of the actions they can take if they feel they are being harassed, bullied or discriminated against
  • inform individuals who are the subject of Discrimination, Bullying or Harassment concerns of their rights and provide them with the relevant Complaint resolution process
  • inform individuals that Discrimination, Bullying, Harassment, Victimisation and Vilification may, where substantiated, result in the commencement of disciplinary procedures
  • inform individuals of designated Harassment and Diversity Contact Officers and their availability, and additionally for Students, inform them of the support available from the Student Guild
  • address any Complaint process through consultation with the impacted individual or individuals
  • ensure that individuals who make a Complaint are not victimised for doing so
  • ensure that the policies and procedures in relation to the making of a Complaint or resolution are followed
  • ensure that the matter is handled confidentially and privately
  • ensure that individuals are sufficiently informed prior to an Investigation, whilst protecting confidentiality
  • ensure that the environment is supportive of individuals on the completion of any Investigation
  • ensure that an individual not be made to feel that they should take certain action, or no action, because of their involvement or interactions with other individuals.
4.1.2.1 Reasonable Management Action

Managers have responsibilities to manage and supervise their Employees and Workplace Bullying and Harassment must not be confused with Reasonable Management Action, carried out in a reasonable manner.

Management action must be reasonable and may include but is not limited to undertaking performance reviews, effectively directing and controlling the way work is carried out, counselling Employees, rostering and allocating working hours and informing Employees particularly with regard to the unsatisfactory performance of duties. Such comment and advice may include critical statements and feedback, along with ongoing monitoring and review of performance.

Similarly, Employees who teach, supervise or support Students also have a responsibility to provide constructive comment on Student performance and progress.

4.1.3 Individuals

As outlined in the Code of Conduct, University Members are responsible for making themselves aware of and adhering to University policy and procedure on all forms of Discrimination, Bullying or Harassment.

Employees and Students are encouraged to take responsibility and ownership for making Decisions on how they would like the concerns to be resolved.

Individuals can access information, support and assistance from Managers, Harassment and Diversity Contact Officers, Human Resources, the Student Guild, Union representatives and Student Services to determine the resolution option that they would like to progress, inform of their rights, and provide them with the relevant Complaint resolution process. The University will consult with the individual in relation to the processes that will be taken to resolve the concerns raised.

4.2 Managing Complaints

The Complaint resolution process will be carried out in good faith and Complaints that are frivolous, vexatious, misconceived or lacking in substance will be rejected if a preliminary investigation of the facts indicates this. The University may initiate disciplinary procedure investigations immediately in response to allegations of conduct or behaviour that may be considered misconduct. In some circumstances a Complaint under this procedure may also be regarded as a matter that requires attention under the Public Interest Disclosure policy.

Employees or Students wishing to lodge a Formal Complaint of Discrimination, Bullying and/or Harassment against an Employee of the University should do so in accordance with this procedure and the Student Complaints and Appeals Management System.

Employees or Students wishing to lodge a Formal Complaint of Discrimination, Bullying and/or Harassment against a Student of the University are referred to the Discrimination and Harassment Complaint Resolution for Students Policy.

Where an Employee or Student has raised Discrimination, Bullying and Harassment concerns but does not wish to lodge a Formal Complaint, the University has a responsibility to take these matters seriously and may be obligated to investigate these concerns further where they are considered to be of a serious nature and have the capacity to impact on an Employee or Student's health and safety, or another Employee or Student's health and safety.

Students who require assistance to make a Formal Complaint to the Vice-Chancellor or an external third party will be supported by a Student Guild Officer to do so.

A Student Guild Officer who provides this assistance may not also be part of an investigative team, or involved in initiating Disciplinary Action; or liaise directly with the Australian Human Rights Commission if a Formal Complaint has been lodged under the Sex Discrimination Act 1984 or Anti-Discrimination Act 1991, in their role as either Harassment and Diversity Contact Officer or Student Guild Officer.

4.3 Complaint resolution processes

Employees and Students seeking to resolve issues of Discrimination, Bullying and Harassment can initially seek information and support (not counselling) from an Harassment and Diversity Contact Officer.

Individuals are encouraged to report all instances of Discrimination, Bullying or Harassment behaviour, threats of violence and violent acts involving them through the use of these procedures. By not addressing Discrimination, Bullying and Harassment, when and if it occurs, the problem cannot be resolved and other people may be subjected to conduct, which may be unlawful. Discrimination, Bullying and Harassment of any individual is not tolerated by the University on any level.

If a concern is with an immediate Supervisor, the Employee can ask for assistance from that Supervisor's Manager. A Student can seek assistance from the Course Coordinator, a Student Guild Officer or Student Services if the concern relates to their lecturer.

4.3.1 Stages of Employee Complaint resolution

This procedure outlines the broad stages associated with resolving Complaints associated with Discrimination, Bullying, Harassment, Victimisation and Vilification against Employees at the University.

There are separate Complaint resolution stages and processes to be followed depending upon the nature of the Complaint.

Normally in resolving Complaints of Discrimination, Bullying and Harassment the University applies a three stage process. The emphasis of this process is to seek resolution as soon as possible with resolution occurring at the lowest possible level. The three stages are as follows:

Stage 1: Initial Action

Stage 2: Further Advice and Assistance

Stage 3: Investigation.

Stage 1 and 2 are informal processes. They allow individuals to make informed Decisions and assist them in resolving the issues. They do not involve a formal Investigation or the determination of evidence. Individuals are encouraged to resolve Complaints between themselves, where possible.

The University maintains a register of Harassment and Diversity Contact Officers who are trained to provide information and support (not counselling) for these procedures. Harassment and Diversity Contact Officers will assist an individual to decide whether the concerns constitute, Discrimination, Bullying or Harassment, advise them of their rights and explore possible options with them.

Stage 3 is a formal procedure and will normally only be used when the matter cannot be resolved informally. It involves the making of a written Formal Complaint after which an Investigation of the allegation of, Discrimination, Bullying or Harassment occurs and an outcome is then imposed on the parties.

Normally, all Complaints will be progressed through each of the Complaint resolution stages and processes.

However, an individual can lodge an Informal Complaint (verbally or in writing) to start the process, and at any time an Informal Complaint may progress straight to the Human Resources Department if the allegations pose an immediate risk to the health, safety or wellbeing of any University member or involve alleged criminal activity by an Employee.

Complaints made against an Employee will be assessed on a case-by-case basis and may be referred to the Director (Human Resources) at Stage 2 (Further Advice and Assistance) or Stage 3 (Investigation), depending on the nature and seriousness of the Complaint.

Where the Complaint involves offences under the Criminal Code such as sexual assault, rape, indecent exposure, stalking or obscene communication which has occurred on University property or through University resources, the individual will be informed of their right to report the matter to the police and will be provided with information on the nearest sexual assault service.

The University takes all Complaints seriously and every effort will be made to provide support and assistance to individuals as required.

In some circumstances a Complaint under this policy and procedure may also be regarded as a matter that requires attention under the Public Interest Disclosure Policy and Procedure.

With the exception of Complaints that are made in accordance with the University's Public Interest Disclosure Policy and Procedure, the University will not normally investigate anonymous Complaints unless the issues raised within the Complaint are of a serious nature and sufficient information is provided.

4.3.1.1 Employee Workplace Bullying and Harassment complaint resolution process

The stages and processes involved in resolving Complaints of Workplace Bullying and Harassment against Employees are outlined in the Employee Workplace Bullying and Harassment Complaint Resolution Schedule.

A flowchart of the Complaint resolution procedure for Workplace Bullying and Harassment is also available.

4.3.1.2 Employee Discrimination and Harassment Complaint resolution process (including Sex Based Harassment)

The stages and processes involved in resolving Complaints of Discrimination and Harassment against Employees are outlined in the Discrimination and Harassment Complaint Resolution Schedule.

A flowchart of the Complaint resolution procedure for Discrimination and Harassment related Complaints (including Sex Based Harassment) is also available.

4.4 Frivolous and vexatious Complaints

Complaints which at any stage of an investigation are found to be unsubstantiated, misconceived, frivolous, vexatious or not lawful by reason of a provision contained in legislation, or in breach of this procedure, the University may, by notice in writing addressed to the Complainant, dismiss the Complaint.

Employees who deliberately make false or malicious Complaints may be subjected to Disciplinary Action. Vexatious or frivolous Complaints by Students may result in the Student's conduct being investigated, and may also result in Disciplinary Action under the Student Code of Conduct Policy.

4.5 Disciplinary Action

Where Discrimination, Bullying or Harassment is found to have occurred, this may be considered as misconduct or serious misconduct and Disciplinary Action may be commenced against the person against whom the findings were made.

Where Disciplinary Action is recommended against an Employee the Director (Human Resources) will advise the Vice-Chancellor. The Vice-Chancellor will determine whether or not Disciplinary Action should be commenced against the person(s) subject to the findings.

Where it is determined that Disciplinary Action should commence against an Employee, the process of Clause 33 Disciplinary Action and Clause 34 Disciplinary Action for Misconduct or Serious Misconduct of the University of Southern Queensland Enterprise Agreement 2014-2017, or the provisions of any other relevant contract of employment, will apply.

The Vice-Chancellor will provide written advice of the Decision to both the Complainant and the Respondent.

5 Delegated responsibilities

Approver

Level of Delegation

Vice-Chancellor

Decision

Director (Human Resources)

Ensure matters proceed in accordance with other relevant policies and timeframes; and to provide procedure and process recommendations to the Vice-Chancellor

6 References

Nil.

7 Schedules

This procedure must be read in conjunction with its subordinate schedules as provided in the table below.

8 Procedure Information

Subordinate Schedules

Discrimination and Harassment Complaint Resolution Schedule

Employee Workplace Bullying and Harassment Complaint Resolution Schedule

Accountable Officer

Executive Director (Finance and People Capability)

Policy Type

University Procedure

Approved Date

9/9/2016

Effective Date

9/9/2016

Review Date

1/1/2019

Relevant Legislation

Age Discrimination Act 2004

Anti-Discrimination Act 1991

Australian Human Rights Commission Act 1986

Disability Discrimination Act 1992

Disability Services Act 2006 (Qld)

Equal Opportunity (Commonwealth Authorities) Act 1987

Fair Work Act 2009

Failure to comply with this Policy or Policy Instrument may be considered as misconduct and the provisions of the relevant Policy or Procedure applied.

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