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.
I want to request resolution:
- What should I do?
- What happens?
- What are the possible outcomes?
- Who will find out?
- What support is available to me?
What should I do to request informal resolution?
Staff wanting to resolve an issue via the informal route outlined in this policy should complete an Informal Resolution Request Form [word] and submit it to the ER team.
Upon receipt of the request, a Resolution Facilitator, who will be a member of the ER Team will contact the member of staff to conduct a Resolution Assessment. This involves a discussion outlining all the options available under this policy to enable the member of staff to decide the next steps
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 as set out below. 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.
What should I do to request formal resolution?
You submit your formal complaint in writing to the ER Team, via the Formal Resolution Request Form [word] who will appoint a suitable Investigating Officer to the case.
The complaint should provide details, with reference to dates, times and places, names of any witness(es) to the incident(s) (where applicable) and the action taken by the member of staff to resolve the matter so far. The complaint should also include details of the outcome or remedy sought. Relevant papers in support of the complaint should also be submitted. These will be sent to the appointed Investigating Officer.
The College understands that this may be a difficult time for you and you are encouraged to make use of the range of suport available to you.