During any investigation into a complaint, the principles of natural justice must be adhered to. External assistance may be necessary to deal with complaints in some circumstances so as to ensure impartiality, objectivity and fairness in an investigation. The informal procedure Method of making an informal complaint Any person who believes that he or she is being bullied or harassed should, where possible, indicate directly to the person complained of that the behaviour in question is unacceptable. If the person believes that this approach is not suitable or has been unsuccessful, they may then make an informal complaint. Informal complaints should be addressed to the line manager. If the line manager is involved in the incident, the complaint should be submitted to <<the name of individual/the organisation’s director>>. <<name of individual/the organisation’s director >> is the issue, the person should raise the complaint with a board member or the designated person, appointed by <<name of individual/the organisation’s director>>, who deals with such issues. The appointed designated person may assist in making arrangements to employ an external party to facilitate resolving the issue. An informal complaint may be verbal or written. <<Name of individual/the organisation>> will designate a person to handle the complaint. If the complaint was verbal, a written note of what is complained of will be taken by the designated person and a copy given to the complainant. Support contact person (if applicable) In the event that any employee, contractor or freelance artist has any question or query about the operation of this policy, or requires any clarification about it, they may approach the designated contact person for advice, which will be given in strictest confidence. Please note that speaking to the designated contact person is not the same as making a formal or informal complaint. <<Insert name/insert job title>> has been designated as the contact person in respect of this policy.
During any investigation into a complaint, the principles of natural justice must be adhered to. External assistance may be necessary to deal with complaints in some circumstances so as to ensure impartiality, objectivity and fairness in an investigation. The informal procedure Method of making an informal complaint Any person who believes that he or she is being bullied or harassed should, where possible, indicate directly to the person complained of that the behaviour in question is unacceptable. If the person believes that this approach is not suitable or has been unsuccessful, they may then make an informal complaint. Informal complaints should be addressed to the line manager. If the line manager is involved in the incident, the complaint should be submitted to <<the name of individual/the organisation’s director>>. <<name of individual/the organisation’s director >> is the issue, the person should raise the complaint with a board member or the designated person, appointed by <<name of individual/the organisation’s director>>, who deals with such issues. The appointed designated person may assist in making arrangements to employ an external party to facilitate resolving the issue. An informal complaint may be verbal or written. <<Name of individual/the organisation>> will designate a person to handle the complaint. If the complaint was verbal, a written note of what is complained of will be taken by the designated person and a copy given to the complainant. Support contact person (if applicable) In the event that any employee, contractor or freelance artist has any question or query about the operation of this policy, or requires any clarification about it, they may approach the designated contact person for advice, which will be given in strictest confidence. Please note that speaking to the designated contact person is not the same as making a formal or informal complaint. <<Insert name/insert job title>> has been designated as the contact person in respect of this policy.