The University’s Code of Conduct Being committed with a comfortable workplace and being free from unlawful discrimination is the basic entity of CQU (Central Queensland University) University, Australia. Providing an environment that is free from workplace harassment, sexual harassment and unlawful discrimination assures the quality of an institution and prime necessity for workers to work…
But CQU guarantees the environment that is free from bullied, unlawful discrimination or sexually harassment. Supervisors are not only responsible for this code of conduct but staff members are also responsible to maintain an environment free from bullied, unlawful discrimination or sexually harassment. To avoid harassment and unlawful discrimination in the institution, supervisor is aware of workplace culture, staff attitude, rate of absenteeism of the staff and staff turnover. Staff members have right to make a complaint if they are suffering from workplace harassment, sexual harassment and unlawful discrimination. There are different options for the resolution of complaints, such as: (i) Expressing mistakes, responsible for workplace harassment, to a person who is conducting them (ii) Making complaint to the relevant person who is dealing with lodging of formal complaints (iii) Seeking advice from cultural director (iv) Getting fruitful advice from Employee Assistance Program (EAP) (v) Bringing the issue in the notice of Anti-discrimination Commission or Human Rights Commission. Ethically it is required that the issue of harassment or unlawful discrimination is kept confidential and the issue should be resolved at best lowest possible level to win the trust of the staff members. The purpose of the avoiding such type of harassment and discrimination, which is an undesirable situation, is that to provide employees an opportunity to work in safe and respectable environment, that is free from bullying, sexual harassment, and any kind of discrimination. University Staff members, Visitors, Council members and Contractors head this policy. The policy does not cover the grievances related to the classification level, workload and condition of employment. It is necessary that resolution must be addressed in accordance with the resolution mechanism. Two major parties are involved in this procedure: first is the complainant; who identifies the staff member who witnessed the bullying, sexual harassment, or unlawful discrimination. The other party is respondent; is a person whom complaint has been made regarding bullying, sexual harassment, or unlawful discrimination. Responsibility for implementation puts on Vice Chancellor, President and Immediate Boss to comply with the policy and no to tolerate any unacceptable behavior in the institution. The policy implementation is monitored by the people and cultural director of the institution. Complaint Resolution Overview CQ University ensures the working environment that is free from bullying, sexual harassment, or unlawful discrimination and Central Queensland University Enterprise Agreement (2009) ensures solid procedure that will not tolerate these behaviors that cause this situation. To resolve the harassment and discrimination, university uses different procedures that will be discussed later on. Complaint Resolution Procedures One-on-One Resolution In the first instance, complainant may seek to address the issue to the respondent if he/she feels comfortable and safe for doing so. Otherwise complainant may seek assistance from the supervisor or cultural director who deals with this procedure. The issue can be resolved by apologizing, providing training or counseling or stopping the alleged behavior. Other way is to seek policy advice, support or guidance on how to address the is ...
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