the written details of the complaint be provided to the employee in person. The letter of complaint should include information regarding who made the complaint and when it was received, the specific allegations (including such details as the date, time and location of the action) and advice to the employee regarding confidentiality. Providing an indicative timeline for the process and how the examination of the issues will proceed. Where the timeline needs to be varied, the manager must advise the parties and the reasons for the variation. Managers should always consider the impact of any delay on the fairness of the process, especially if the employee has been removed from duties, as well as the welfare of the other parties to the complaint. Considering other relevant matters to assist in clarifying the complaint. This may involve examining personnel records and other documentation, requesting a written statement from any witnesses or other persons and where necessary, interviewing those people. Keeping written accounts of all interviews. Providing the opportunity for the respondent to have a support person/representative present during all meetings as part of this process. If the manager considers it necessary or appropriate in the circumstances, providing the opportunity for the employee to meet with the manager in person to clarify matters in the response and to provide them an opportunity to comment on any further relevant evidence including contradictory information. In exploring the complaint, the manager will need to have regard to the considerations and criteria to be applied in Step 2 (below). Note: an employee is invited to provide a written statement but does not do so, or chooses not to meet with the manager, this does not prevent the investigation of the complaint proceeding. Employees should be informed of the implications of not providing a response, for example, that the matter will progress without their version of events, as set out in a written response, being considered. Step 2 Assess the evidence Following completion of Step 1, the manager should assess the evidence in order to decide whether the complaint has substance and determine the appropriate action to resolve the complaint. In addition to the information listed in Step 1, this assessment should take into consideration: Whether the weight and reliability of the evidence demonstrates that there is substance to the complaint.
the written details of the complaint be provided to the employee in person. The letter of complaint should include information regarding who made the complaint and when it was received, the specific allegations (including such details as the date, time and location of the action) and advice to the employee regarding confidentiality. Providing an indicative timeline for the process and how the examination of the issues will proceed. Where the timeline needs to be varied, the manager must advise the parties and the reasons for the variation. Managers should always consider the impact of any delay on the fairness of the process, especially if the employee has been removed from duties, as well as the welfare of the other parties to the complaint. Considering other relevant matters to assist in clarifying the complaint. This may involve examining personnel records and other documentation, requesting a written statement from any witnesses or other persons and where necessary, interviewing those people. Keeping written accounts of all interviews. Providing the opportunity for the respondent to have a support person/representative present during all meetings as part of this process. If the manager considers it necessary or appropriate in the circumstances, providing the opportunity for the employee to meet with the manager in person to clarify matters in the response and to provide them an opportunity to comment on any further relevant evidence including contradictory information. In exploring the complaint, the manager will need to have regard to the considerations and criteria to be applied in Step 2 (below). Note: an employee is invited to provide a written statement but does not do so, or chooses not to meet with the manager, this does not prevent the investigation of the complaint proceeding. Employees should be informed of the implications of not providing a response, for example, that the matter will progress without their version of events, as set out in a written response, being considered. Step 2 Assess the evidence Following completion of Step 1, the manager should assess the evidence in order to decide whether the complaint has substance and determine the appropriate action to resolve the complaint. In addition to the information listed in Step 1, this assessment should take into consideration: Whether the weight and reliability of the evidence demonstrates that there is substance to the complaint.