The purpose of the Resolution Policy and Procedure is to support the College’s commitment to promoting and ensuring a working environment where individuals are treated with respect and courtesy. The aim is to provide members of staff with a reasonable and prompt opportunity to resolve their complaint. It is hoped that complaints can be resolved amicably thereby maintaining, and where necessary, restoring good relations within the College.

This policy covers the resolution of complaints including those of unacceptable behaviour such as harassment, bullying or victimisation. Staff should refer to the Harassment, Bullying and Victimisation Policy for further information and definitions.
Complaints related to allegations of sexual misconduct, sexual harassment or sexual violence should be managed in accordance with the Sexual Misconduct, Sexual Harassment and Sexual Violence Policy.

The sooner issues are raised, the more likely they are to be effectively resolved informally. Staff should raise their concern as quickly as possible and usually within three months of any alleged incident.

The College expects members of staff to give a reasonable level of consideration to the informal options before resorting to the formal resolution process.

This guidance has been designed to act as a point of reference.  For further details please refer to the full policy which can be downloaded from this page's sidebar.

The process...

How do I investigate?

What is the process for investigating a formal resolution request?

  • An appropriate manager will be identified to investigate
  • The individual(s) who the complaint has been raised against will be provided with a copy of the complaint and given the opportunity to respond
  • The individual raising the complaint will be provided with a copy of the response
  • The appropriate manager will aim to meet with the individual raising the complaint within 10 working days of receipt of the complaint
  • The appropriate manager will meet with the individual(s) to hear their response, normally within ten working days of meeting with the person raising the complaint
  • Further investigation may be conducted (including meeting with any witnesses)
  • The decision will be confirmed in writing, normally within ten working days of the close of the investigation, and the following individuals will receive a copy of all paperwork:
    The individuals, respective representatives, relevant line manager(s)
  • The individual who raised the complaint will be given the opportunity to appeal the decision

What are the possible outcomes?

What are the possible outcomes of a formal resolution investigation?

  • The complaint is upheld and an informal resolution is recommended
  • The complaint is upheld and a disciplinary hearing is convened
  • The complaint is not upheld but with recommended actions
  • The complaint is not upheld and no further action is taken
  • The complaint is partially upheld and a combination of the actions above are recommended

What information is needed?

What information needs to be inculded in the outcome letter/report?

The letter/report will generally summarise:

  • the nature of the complaint;
  • the investigation that was conducted;
  • the decision;
  • the reason for the decision; and
  • any outcome for work or working practices as a result of the decision.

A copy of meeting records and any formal minutes taken, will also be enclosed. 

What support will I receive?

What support is available?

A member of HR will be appointed to assist you throughout the investigation
  • You will be provided with a note-taker for investigation meetings
  • Read the Resolution Policy [pdf] for full details on the process that will be followed