The University provides a mechanism for employees to raise a complaint or grievance in relation to internal human resources or related matters. These procedures emphasise a collegial approach to grievance resolution through informal facilitation and mediation, and are designed to lead to a prompt resolution of difficult problems.
(Approved by Council June 1998)
These grievance procedures are governed by the following principles:
Grievance procedures will not be used to challenge decisions of the Council, or procedures required by industrial legislation or regulations;
Where a grievance arises as a result of a University decision, the University will, where possible, refrain from the activity during the period taken up by discussion under these procedures which will be completed within 21 days where practicable. Additionally, the status quo of the employee concerned will, where possible, remain unchanged in all other aspects;
Where the employee or their nominated representative, and the Executive Director, Human Resources agree, the time-limits set out in these provisions may be extended and/or the grievance process may begin at the Second Level of these procedures;
Where two or more employees believe they have an identical or common problem, they may take action together and the matter will be dealt with as a single grievance;
A matter raised within these procedures may be withdrawn by the employee or their nominated representative, at any stage during these procedures by notice in writing, to the Executive Director, Human Resources;
Offers of compromise as well as agreements reached during these grievance procedures will not constitute precedents in regard to similar grievances, and are without prejudice to positions taken in similar circumstances or more general issues.
When an employee wishes to raise a grievance with the University within these procedures, that employee must initially attempt to resolve the grievance through discussions with the other party or parties involved in the grievance process.
The employee must also verbally advise the employee's immediate supervisor of the situation. Where the employee claims to have been aggrieved by the employee's immediate supervisor, the employee may instead inform the supervisor's immediate superior, if the employee feels unable to approach the immediate supervisor on the grievance issue.
Human Resources is available to facilitate one-on-one discussions, on request.
The person or persons with whom the grievance is raised will make a full verbal response to the employee not later than five working days, where practicable, from the date the matter is raised.
The Category 4 Delegate or above must ensure the matter proceeds in accordance with the time frames stated in these procedures and the dates of meetings are clearly documented. The employee may be assisted by a nominated representative in preparing for, and participating in these procedures.
If the employee is dissatisfied with the reply (or if there was not a timely reply at the First Level), the employee, or, where requested, their nominated representative, must advise the Executive Director, Human Resources, of the unresolved grievance.
At the request of the parties involved in the grievance process, or at the discretion of the Executive Director, Human Resources, the Executive Director, Human Resources will arrange a mediation of the grievance with the aggrieved person or persons by independent and neutral mediators, within five working days where practicable.
The Executive Director, Human Resources will ensure that all parties involved are fully informed of the grievance, including the provision of any related written material(s).
Where the grievance remains unresolved after five working days, or as soon as practicable, following the mediation, either party to the grievance process may refer the matter to Fair Work Australia (FWA).
All recommendations made by the FWA will be binding on the parties involved in the grievance process and will constitute a settlement of the matter.
Definition (with examples if required)
means in relation to an employee, a person selected by the employee to assist or represent the employee. The person may be an officer or employee of the relevant Union, or any other person chosen by the employee. In relation to the University, it means a person selected by the University to assist or represent the University. The person may be an employee of the University, or an officer or employee of AHEIA, or any other person selected by the University. The nominated representative must not be a practising barrister or solicitor and must not present a conflict of interest.
Peak Approval Authority:
Related Legislation / guidelines:
Strategic Plan/Goal & Objectives:
Supporting documents, procedures & forms of this policy:
Associated USQ policies:
Next Review Date*:
Expiry Date of Policy*:
Level of Delegation
Vice-Chancellor or Chief Operating Officer
Executive Director, Human Resources
At mediation level, ensure matter proceeds in accordance with the stated timeframes.
Category 4 Delegate or above
At facilitation level, ensure matter proceeds in accordance with stated timeframes.
Next Review Date*: