The following information is written for staff and students to explain the steps involved in raising a grievance.

How do I raise a grievance?

• Your first step is to raise your grievance directly with the person concerned if you feel comfortable doing so, or alternatively at the lowest possible level of management.
• Students who wish to raise an appeal on assessment should follow the procedures outlined in the Assessment Procedures Manual. The Students' Association can assist in the appeal process.
• If you have tried without success to resolve your grievance with the person concerned, you would normally then raise the issue with your supervisor or a person in authority in the relevant faculty or unit. If the problem involves this person, then you would raise the matter with that person's manager.
• If the matter relates to allegations of unlawful behaviour, then you can go straight to a specialist unit, eg.
• Equity & Diversity Unit for discrimination and harassment
• Planning and Review Unit for corruption or maladministration
• Security Services for assault or theft of personal property
• HRU Environment, Health & Safety Branch for health and safety

Can I bring along a support person or representative?

You may choose to have a support person or representative of your choice present when you raise a grievance and during any subsequent discussions.

Do I have to raise the grievance in writing?

You may raise a grievance verbally in the first instance but it may need to be formalised later in writing if the grievance requires investigation and/or involves potentially unlawful behaviour. If you need assistance to put it in writing, the person handling your grievance can document the grievance for you.

If I make a written grievance, will it be kept confidential?

Under UTS policy, grievances are discussed only by those directly involved in resolving it. Everyone involved, including the person raising the grievance and the person responding, must undertake to keep the matter confidential and participate in the resolution process in good faith.

In addition, those involved must avoid:

• complaining about the same matter to several different people at the same time,
• making mischievous or malicious complaints or counter-complaints.

Will my wishes be taken into account on how my grievance should be handled?

Whenever possible, your wishes will be taken into account. This includes withdrawing your complaint and stopping procedures.

Normally you must give your consent before the grievance is referred to another person or unit. This may not always be possible, however. For example, cases involving potentially unlawful behaviour such as harassment, assault, or those involving the reporting of corruption or alleged child abuse may require formal investigation and/or reporting to external agencies.

Can I raise a grievance anonymously, without my name being disclosed?

The only time anonymous allegations will be acted upon are those where the university is required by law to take action. For example, allegations relating to corruption, maladministration, serious waste or child abuse.

In all other cases, the principle of procedural fairness operates to ensure that the parties you complain about have the right to respond and put their case. This means that if you require action, your allegations will be advised to the parties against whom the allegations have been made, and you must be willing to be identified.

If my name is given to the person against whom I have a grievance, how can I be sure I won't be victimised?

It is University policy that the victimisation of any individual arising from a grievance will not be tolerated and that disciplinary action will result if victimisation is proven to have occurred.

For students, prevention of victimisation may include such measures as assignments being assessed separately.

What outcomes can I expect if I raise a grievance?
Possible outcomes may include:

• you gaining a better understanding of the situation so that your concerns are addressed
• a mutually acceptable resolution is reached though conciliation or mediation
• you receive an apology, and/or the issue or behaviour that was the basis of your grievance is modified
• where the facts surrounding your grievance cannot be substantiated no further action will result
• where the facts are substantiated and circumstances warrant, the University's formal disciplinary processes as prescribed in the relevant Enterprise Agreement or University Rules will be invoked. This may result in formal warnings about inappropriate behaviour. In the most serious cases, it may result in the dismissal of the staff member concerned or expulsion of the student concerned.