Line managers of staff requesting resolution

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.

Complaints should ideally be raised within six months of the incident or most recent occurrence.

If a member of staff wishes to remain anonymous it will limit the options available to address the issue. It may be possible to address a complaint through indirect methods, such as targeted training initiatives. Staff wishing to remain anonymous are encouraged to use the College’s online platform Report and Support.

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