workplace issues

At UoN, 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 Promoting a Respectful and Collaborative Workplace: Resolving Workplace Concerns or Conflict Procedure (PDF, 216KB) takes a risk management approach to workplace concerns or 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 Promoting a Respectful and Collaborative Workplace: Resolving Workplace Concerns or Conflict Procedure (PDF, 216KB) should be used. This pathway can empower you to resolve the issue early and quickly. It is important to note that this pathway is not necessarily a linear process. The pathway is illustrated in the resolution flowchart (PDF, 109KB).

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.