FAQs

You should raise your grievance with your line manager in the first instance. If the matter is unresolved at that point, you can formally invoke the University's Grievance Procedures which are available here.

• The Workplace Relations team advises and coaches managers on managing the grievance process, disciplinary, dignity, and respect policies.
• They also assist with conflict resolution, employee engagement, and liaison with trade unions.

Ideally, employment disputes should first be addressed and resolved at a local level, through open communication between the parties involved. If a resolution cannot be reached, the dispute may then be referred to the Workplace Relations Commission (WRC), where it can be handled through mediation, conciliation, or adjudication. The WRC is responsible for promoting good workplace relations and ensuring compliance with employment legislation.

The policy aims to ensure a positive and safe working and learning environment free from bullying, harassment, victimisation, and sexual harassment. It promotes dignity, respect, safety, and equality for all staff and students.

The policy applies to all staff and students of the university, as well as other individuals interacting with the university, including business contacts, customers, and members of the public. It covers conduct on university premises and related activities off-site.

Bullying, harassment, sexual harassment, victimisation, and any inappropriate behavior that causes offence, discomfort, or threat to others are covered. The policy distinguishes these from normal workplace conflict and emphasises that all forms of such unacceptable behavior will not be tolerated.

Complaints may be raised in confidence and will be addressed seriously, fairly, and in a timely manner. The policy encourages informal resolution and mediation where possible before formal investigations. Both complainants and respondents have rights protected during the process.

If the complaint is against a student, the university’s student disciplinary procedures apply. Complaints involving non-staff persons interacting with the university will be addressed appropriately to protect staff or students.

Yes, the policy protects complainants from victimisation for raising complaints in good faith. However, raising false or malicious allegations is considered serious misconduct and may lead to disciplinary action.

All staff share responsibility to ensure a workplace free from bullying and harassment, to behave respectfully, and to report concerns confidentially. Managers and supervisors must familiarize themselves with the policy, respond promptly to complaints, support training, and cooperate fully with investigations.

Mandatory training on dignity and respect is provided to all staff and managers to support their responsibilities under the policy.

Yes, the policy does not limit statutory rights. If dissatisfied with the outcome, staff or students may pursue alternative actions under relevant legislation, noting that strict time limits may apply.

Complaints are handled with as much confidentiality as possible to protect all parties involved.

The university provides access to support services such as the Employee Assistance Programme, occupational health, and counseling for staff and students.