Stage Two: Formal review
Unfair treatment
The University is committed to providing a work and study environment free of unfair treatment, so any student or staff member who breaches the Fair Treatment Policy affects the University's ability to meet this commitment.
This section applies to grievances about other students' behaviour as well as grievances about staff behaviour. A special process is required, as grievances about unfair treatment often involve particular sensitivities and may have the potential to lead to an action for misconduct against a student or staff member.
Process for student
Lodge a request for review
Lodge a written statement containing a broad description of the issue and the person(s) about whom the grievance is made. Given the sensitivities assocated with grievances regarding unfair treatment, extensive detail is not required at this stage.
With whom do I lodge my grievance?
Your immediate supervisor. This may be the Course or Program Coordinator, or a Research Supervisor. A Student Grievance Adviser can help you identify an appropriate person.
Where your immediate supervisor is directly involved in the grievance, lodge the request for review with the next highest level of management, such as a Head of School or Executive Dean.
How quickly must I lodge a grievance?
Within six months, remembering that promptness is relevant to the ability to resolve your grievance.
Grievance Facilitator responsibilities:
- Meet with the aggrieved student or other party within 10 business days to:
- obtain full details of the grievance
- ascertain how the student wishes the matter to be resolved
- discuss possibilities and a procedure for action
- inform the student of the need for confidentiality
- inform the student of the victimisation provisions in the Fair Treatment Policy
- Meet with the person who is the subject of the grievance to:
- inform them of the substance of the allegation against them
- seek their cooperation in reaching a resolution
- inform them of the need for confidentiality
- inform them of the victimisation provisions in the Fair Treatment Policy
- Make such other enquiries as the Grievance Facilitator deems necessary to be able to:
- make a finding in respect of the actions that have led to the grievance, and
- develop an option for resolution of the grievance in a timely way
When a resolution can be reached
The Grievance Facilitator must provide a written response to both the student and the person who is the subject of the grievance, with a summary of what has been agreed, its main terms and conditions, and the consequences if the agreement is breached.
When a resolution cannot be reached
The Grievance Facilitator may make a finding of fact about the grievance and recommend that further action be taken against any of the parties to the grievance. The recommendation must be made to the General Manager, Student Services, in respect of students, or the Director, Human Resources, in respect of staff. All parties must be informed of the Grievance Facilitator's decision.
If the Grievance Facilitator finds that no resolution is acceptable to all parties, they must be informed, and the student informed of their right to proceed to Stage 3 of the Grievance Resolution Process.
