Bullying, Harassment and Complaints
The preference of the University is to resolve conflicts and complaints in a timely fashion and as close as possible to the source.
In handling complaints, the application of the principles of procedural fairness and natural justice requires that:
- a person against whom an adverse decision may be made must be informed of any allegations against them in as much detail as possible;
- a person must be provided with an opportunity to put their case, and to hear the case against them, whether at an oral hearing or otherwise; and
- decision makers must act fairly and without bias.
| Resloving Conflicts and Complaints |
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| The staff member should by raise the matter with the relevant parties, attempting to understand the alternative points of view and fully discussing her or his perspective with the parties. |
Where the staff member has not been able to satisfactorily resolve a problem with the relevant parties, they may wish to seek assistance. The Division of Human Resources can provide:
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| If the matter remains unresolved, the staff member may wish to lodge a complaint with the University Ombudsman. |
| Links for Confilcit and Complaints | Form/s |
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Code of Conduct | Complaints Form |
| FAQs - under development |