Principles of our formal approach

Take all allegations seriously

• Act promptly.
• Set timelines and deal with reports / complaints as soon as you can after you receive them.

Clearly communicate the process

• Tell everyone involved what the process is.
• Let the people involved know if there are delays to timelines.

Support the people involved

• Anyone involved can have a support person present at interviews or meetings e.g. their union representative or work colleague.
• Tell everyone involved what support is available to them (e.g. HR, a union representative, occupational health and counselling services).

Maintain privacy (confidentiality)

• Maintain privacy for all parties involved.
• Ensure details of the matter are only known to those directly concerned (except their representative or support person).

Be unbiased and fair

• Treat the people involved fairly.
• Get someone unbiased and trained to look into the allegation.
• Make decisions on how to deal with the allegation based on the facts.
• Clearly tell the people involved what you are going to do (taking into account privacy).

Ensure non-victimisation

• Protect the people involved from victimisation.

Important. Please note that when a case follows a formal process (Ethical Behaviour Policy), the target of the inappropriate behaviour will not be aware of any disciplinary sanction or action taken in respect of the person who has had an allegation made against them.