Reporting a workplace issue

At the University of Newcastle, your wellbeing is taken very seriously. We have a procedure which will provide you with the best possible support so that we can all work in a respectful environment that values diversity and inclusiveness.

The Resolving Workplace Concerns and Grievances Procedure takes a risk management approach to the resolution of conflict. The procedure empowers staff members to proactively manage their relationships in the workplace and resolve workplace concerns as early as possible and at a local level.

Resolution pathway

If you have a workplace concern, including bullying, harassment, discrimination or interpersonal conflict, the Resolving Workplace Concerns and Grievances Procedure should be utilised. It is highly recommended that you try to resolve grievances informally before you lodge a formal grievance. The informal pathway can empower you to resolve the issue early and quickly by first raising concerns with your supervisor and the people involved. The following teams within Human Resources Services will be able to assist you with resolving your concerns using an informal resolution pathway:

Contact details:

Speak with your supervisor or manager

If you have a workplace conflict or concern, you are encouraged to speak with your supervisor or manager in the first instance. They will help you plan a constructive conversation with your colleague.

If you do not wish to speak with your manager or supervisor about your concern, you are encouraged to speak with your Human Resource Business Partner who will initiate the conflict resolution process.

Self-help

If you feel comfortable, speaking directly with the other people involved can be a really effective way to resolve your concern. You may want to ask your supervisor, manager, or Human Resources Business Partner to be present at the conversation.

A constructive conversation between you and your colleague should:

  • describe the specific behaviour or circumstances that is causing concern
  • describe the effect the behaviour or circumstance is having on you or your work
  • give your colleague the opportunity to ask questions and respond
  • state your desired outcome
Raise your concern with a UON officer

If you do not feel comfortable having a conversation directly with your colleague or if the conversation has been unsuccessful, you can consult any of the following people for advice and a possible strategy:

One of these people will help you resolve the issue locally or help you make contact with the relevant UON service.

Escalation to a triage process

If the issue cannot be resolved locally, it may be escalated to a triage process. In consultation with your supervisor or manager, the relevant Human Resources Business Partner for your College/Division will consider the best approach to find a resolution. They will be actively involved in directing the triage process and is there to ensure you are better informed about your choices and feel supported.

An objective assessment of the issue will be conducted in order to determine the best pathway for resolution. to:

  • identify who is involved
  • work out what the desired outcome is
  • direct a resolution pathway based on the desired outcome
  • identify whether the issue should be referred to an alternative system for resolution, for example a complaints resolution pathway.
HR Grievances

If you are not able to resolve your issue through an informal resolution pathway by any other means, you may choose to lodge a HR Grievance.

If you have any questions about how the HR Grievances process works please review the Resolving Workplace and Grievances Procedure contact your HR Business Partner, or Workplace Relations team: workplacegrievance@newcastle.edu.au.

To lodge a HR Grievance, please fill in the HR Grievance Form and email to workplacegrievance@newcastle.edu.au.

Reporting fraud and corruption

If you suspect, or become aware of any fraud, corruption, misconduct or maladministration in relation to any aspect of the universities operations, this is a matter of public interest and you have a responsibility to report it.

Reporting fraudulent or corrupt practice is also known as ‘whistle blowing’ or making a public interest disclosure (PID). The university does not tolerate corrupt conduct and takes any reports of such behavior very seriously. You need to follow PID policy and the associated reporting processes that are in place to protect and support whistle blowers. These processes are different to those outlined above on this page.

Reporting through the correct channels will ensure you are not disadvantaged for raising your concern. To be afforded this protection, it’s important you report your concerns correctly.