provide information about the complaint process, potential outcomes and options for assistance/support explain that the process is confidential, what this means and why it is important explain what records of the complaints will be kept, for how long and where explain that it is unacceptable to victimise someone who has made a complaint. c. Assess the information If the respondent confirms that he or she did what is alleged to have occurred, and if this behaviour would be considered discrimination or harassment as defined in the organisation’s policy, the next step is to consider an appropriate outcome (see below). It is recommended that the respondent is provided with the opportunity to comment on any proposed decision and outcome before a final decision is made. If there is disagreement about what happened, the complaint officer should consider whether there is other information that will help to determine what happened. It is generally understood that the person making the decision should be satisfied that it is ‘more probable that what is alleged to have happened did happen. than not’ Given the nature of discrimination and harassment, there may often be no direct witnesses or documents to support the version of events. This does not mean that the complainant’s allegation is untrue. In these situations the complainant should be given the opportunity to comment on the information that has been provided by the respondent and to provide any other information to support his or her allegations before a final decision is made. 4. Outcomes from the process a. Where the allegations are admitted or substantiated Outcomes for the respondent may include: disciplinary counselling an official warning a requirement to attend discrimination and harassment awareness training a requirement to provide a formal apology to the complainant disciplinary action (e.g. demotion, transfer, suspension, probation or dismissal) participation in mediation to restore relationships in the workplace. Outcomes for the complainant may include: re-crediting of any leave taken as a result of the discrimination or harassment supportive counselling a change in the work environment, as requested, for example, a change in work teams or location participation in mediation to restore relationships in the workplace. It is important that the complainant is provided with general information about the outcome of a complaint, as this may affect their decision to pursue the matter with an external agency. The level of detail provided should be balanced against the need to respect the privacy of the respondent.
provide information about the complaint process, potential outcomes and options for assistance/support explain that the process is confidential, what this means and why it is important explain what records of the complaints will be kept, for how long and where explain that it is unacceptable to victimise someone who has made a complaint. c. Assess the information If the respondent confirms that he or she did what is alleged to have occurred, and if this behaviour would be considered discrimination or harassment as defined in the organisation’s policy, the next step is to consider an appropriate outcome (see below). It is recommended that the respondent is provided with the opportunity to comment on any proposed decision and outcome before a final decision is made. If there is disagreement about what happened, the complaint officer should consider whether there is other information that will help to determine what happened. It is generally understood that the person making the decision should be satisfied that it is ‘more probable than not’ that what is alleged to have happened did happen. Given the nature of discrimination and harassment, there may often be no direct witnesses or documents to support the complainant’s version of events. This does not mean that the allegation is untrue. In these situations the complainant should be given the opportunity to comment on the information that has been provided by the respondent and to provide any other information to support his or her allegations before a final decision is made. 4. Outcomes from the process a. Where the allegations are admitted or substantiated Outcomes for the respondent may include: disciplinary counselling an official warning a requirement to attend discrimination and harassment awareness training a requirement to provide a formal apology to the complainant disciplinary action (e.g. demotion, transfer, suspension, probation or dismissal) participation in mediation to restore relationships in the workplace. Outcomes for the complainant may include: re-crediting of any leave taken as a result of the discrimination or harassment supportive counselling a change in the work environment, as requested, for example, a change in work teams or location participation in mediation to restore relationships in the workplace. It is important that the complainant is provided with general information about the outcome of a complaint, as this may affect their decision to pursue the matter with an external agency. The level of detail provided should be balanced against the need to respect the privacy of the respondent.
GPGB_good_practice_guidelines_0.docx