Working here
Misconduct or serious misconduct
Sometimes a staff member may do something that constitutes misconduct. This can involve:
- breaches of University policy (eg Code of Conduct)
- behaviour against their contract of employment
- behaviour that causes risk to the health and safety of a person
- theft
- fraud
- assault
- being drunk or under the influence of drugs at work
- serious or repeated bullying or harassment.
As the manager you are responsible to try to resolve these issues through formal written notification and/or:
- guidance
- counselling
- staff development
- work allocation
All instances of serious misconduct will also be reported to the appropriate Deputy Vice-Chancellor. The Deputy Vice-Chancellor may suspend the staff member on full pay or without pay.
If you believe that misconduct or serious misconduct may have occurred, contact your HR Business Partner PDF, 36KB or Employee Relations before taking any action.
For more information see the enterprise agreements.
The University of Newcastle acknowledges the traditional custodians of the lands within our footprint areas: Awabakal, Darkinjung, Biripai, Worimi, Wonnarua, and Eora Nations. We also pay respect to the wisdom of our Elders past and present.