an impartial third person helping those involved to talk to each other and find a solution. In some situations the impartial third person may need to be someone external to the organisation, such as a professional mediator. Formal resolution If a person wants to proceed with a formal complaint about discrimination or harassment, or if this is considered to be the most appropriate course of action, the following steps are recommended. a. Obtain information from the complainant The person handling the complaint (the complaint officer) should: provide information about the complaint process, potential outcomes, options for assistance/support and protections from victimisation ensure the allegations are documented, either by the complainant or the complaint officer explain that the process is confidential, what this means and why it is important explain what records of the complaint will be kept, for how long and where explain the action that may be taken if the complaint is found to be vexatious or malicious ask the complainant to provide relevant documents or details of witnesses that may support the allegations. b. Advise the respondent about the complaint The complaint officer should: advise the respondent that a complaint has been made against them and provide as much information as possible about the allegations and supporting information (where applicable) confirm that he or she will be given the opportunity to respond to the allegations in writing or through an interview provide information 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.
an impartial third person helping those involved to talk to each other and find a solution. In some situations the impartial third person may need to be someone external to the organisation, such as a professional mediator. Formal resolution If a person wants to proceed with a formal complaint about discrimination or harassment, or if this is considered to be the most appropriate course of action, the following steps are recommended. a. Obtain information from the complainant The person handling the complaint (the complaint officer) should: provide information about the complaint process, potential outcomes, options for assistance/support and protections from victimisation ensure the allegations are documented, either by the complainant or the complaint officer explain that the process is confidential, what this means and why it is important explain what records of the complaint will be kept, for how long and where explain the action that may be taken if the complaint is found to be vexatious or malicious ask the complainant to provide relevant documents or details of witnesses that may support the allegations. b. Advise the respondent about the complaint The complaint officer should: advise the respondent that a complaint has been made against them and provide as much information as possible about the allegations and supporting information (where applicable) confirm that he or she will be given the opportunity to respond to the allegations in writing or through an interview provide information 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.
20150801-Supporting_workplaces_to_end_workplace_SH_2015.docx