considering whether they have the necessary authority and can deal with the grievance in an impartial manner. If the Contact Person feels they cannot effectively handle the employee’s personal grievance they will refer the matter to another more appropriate supervisor. Where it is not practical to conduct such a meeting, the Contact Person may carry out these steps by telephone or written correspondence. Once the employee has reported the matter to a Contact Person, that person may commence one of the procedures outlined below that is regarded as suitable for dealing with the grievance. Step 1 Informal procedure The informal procedure involves a range of informal actions to resolve the grievance. Such actions will depend on the individual circumstances of the grievance. Possible actions include, but are not limited to: the Contact Person discussing the issue with the person against whom the complaint is made; and/or the Contact Person facilitating a meeting between the parties in an attempt to resolve the issue and move forward. Many personal grievances are able to be resolved through the informal procedure. However, in circumstances where the Contact Person considers the informal procedure is not appropriate, and the grievance is sufficiently serious, the grievance may be escalated to the formal procedure. Step 2 Formal procedure – Investigation If the grievance is not able to be resolved through the informal procedure or the informal procedure is not appropriate, the formal procedure may be commenced. The formal procedure involves a formal investigation of the grievance and a decision about appropriate actions and outcomes. The investigation generally involves collecting information about the grievance and then making a finding based on the available information. Once a finding is made, the Contact Person or an external investigator will make recommendations about the grievance. Step 3 Appeal If the employee is dissatisfied with the outcome of the formal investigation, they may appeal the decision to the supervisor or manager of the Contact Person who conducted the investigation or another more senior supervisor, as determined by MSC. The decision of the person conducting the appeal is final. There are no further steps within MSC under this Personal Grievance Policy. Other Actions Referral to external mediator Where all parties to the grievance (including MSC) agree that mediation may be appropriate in resolving the grievance, the grievance may be referred to an external mediator.
considering whether they have the necessary authority and can deal with the grievance in an impartial manner. If the Contact Person feels they cannot effectively handle the employee’s personal grievance they will refer the matter to another more appropriate supervisor. Where it is not practical to conduct such a meeting, the Contact Person may carry out these steps by telephone or written correspondence. Once the employee has reported the matter to a Contact Person, that person may commence one of the procedures outlined below that is regarded as suitable for dealing with the grievance. Step 1 Informal procedure The informal procedure involves a range of informal actions to resolve the grievance. Such actions will depend on the individual circumstances of the grievance. Possible actions include, but are not limited to: the Contact Person discussing the issue with the person against whom the complaint is made; and/or the Contact Person facilitating a meeting between the parties in an attempt to resolve the issue and move forward. Many personal grievances are able to be resolved through the informal procedure. However, in circumstances where the Contact Person considers the informal procedure is not appropriate, and the grievance is sufficiently serious, the grievance may be escalated to the formal procedure. Step 2 Formal procedure – Investigation If the grievance is not able to be resolved through the informal procedure or the informal procedure is not appropriate, the formal procedure may be commenced. The formal procedure involves a formal investigation of the grievance and a decision about appropriate actions and outcomes. The investigation generally involves collecting information about the grievance and then making a finding based on the available information. Once a finding is made, the Contact Person or an external investigator will make recommendations about the grievance. Step 3 Appeal If the employee is dissatisfied with the outcome of the formal investigation, they may appeal the decision to the supervisor or manager of the Contact Person who conducted the investigation or another more senior supervisor, as determined by MSC. The decision of the person conducting the appeal is final. There are no further steps within MSC under this Personal Grievance Policy. Other Actions Referral to external mediator Where all parties to the grievance (including MSC) agree that mediation may be appropriate in resolving the grievance, the grievance may be referred to an external mediator.
Policy-Manual.-v2.docx