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.
The process...
- Informal resolution request made
- Formal resolution request raised
- What do I need to do?
- What are the possible outcomes?
- Who will find out about it?
- What support is available to me?
An informal resolution request has been made against me. What should I do?
It may be possible to resolve a dispute before the point is reached where a formal complaint is raised against you. The College encourages you to listen to the individual who has a concern and, if you are both able, to come to a resolution also, where appropriate, to participate willingly in the informal resolution process:
The informal routes to resolution available to staff are:
- Coaching/support to talk directly to other person (individual action)
- Facilitated conversation with a Resolution Facilitator
- Mediation
The informal approach is both voluntary and confidential and if it is not possible to resolve an issue informally, a member of staff may decide to pursue their complaint through the formal resolution procedure. Informal routes to resolution will remain available to members of staff at any point during the formal resolution procedure should they wish to consider them.
Whilst attempting to resolve a complaint informally, you should keep a record of any discussions you have and copies of any correspondence, in the event that follow-up action becomes necessary.