Amberley O.S.H.C.

Children are our future, We are dedicated to their success!

8.6 Employee and Volunteer Grievance

Amberley OSHC aims to maintain a harmonious work environment through resolving employee grievances effectively and to the satisfaction of all concerned.  Amberley OSHC is committed to addressing grievances in a prompt and effective manner, ensuring the rights of employees are respected.  Both employer and employee will abide by their obligations under any relevant industrial award or agreement.  The aim of this policy is to ensure that grievances are resolved through discussion between both parties however, the employer acknowledges that, from time to time, individual employees may have grievances which need to be resolved externally in the interest of good relationships/transparency.

Relevant Laws and other Provisions

The laws and other provisions affecting this policy include:

  • Education and Care Services National Law Act, 2010 and Regulations 2011
  • Privacy Act 1988 and Regulations 2013
  • Work Health and Safety Act 2011 and Regulations 2011
  • Duty of Care
  • NQS Area: 4.2; 7.1.1, 7.1.2, 7.1.3, 7.1.5; 7.2.2; 7.3;
  • Policies: 8.3 – Recruitment and Employment of Educators, 8.5 – Volunteers Policy, 8.7 – Workplace Harassment and Bullying, 8.9 – Educator Code of Conduct, 8.10 – Employee Orientation and Induction.

Procedures

The Nominated/Certified Supervisor shall be the first contact for all complaints however, the employee will have direct access to the Management Committee, and the Nominated Supervisor will permit and, if appropriate, encourage the employee to do so, if:

  • the complaint is about the conduct of the Nominated Supervisor;
  • the employee is not comfortable to take the complaint to the Nominated Supervisor;
  • the employee is not satisfied with the Nominated Supervisor’s handling of the complaint;
  • the complaint is about a matter of Management and Administration Policy.

For this purpose, employees will be kept informed of the current contact details of the chair of the Management Committee through the Educator Handbook, or other appropriate form of communication, and otherwise will be available on request.

The Nominated/Certified Supervisor will seek to resolve all genuine and reasonable verbal grievances in the most appropriate way possible in consultation with the complainant.  Discussions with the complainant are not to be conducted in the presence of children, other employees or parents, and heated discussions are to be avoided as far as possible.  The Nominated/Certified Supervisor may make and keep a confidential written record of such discussions.

If the verbal grievance remains unresolved, at the complainant’s discretion, a written grievance may be submitted to Management for further action.  This will instigate the following formal procedure:

  • Complainant to meet with management to discuss complaint;
  • Management to give opportunity, in writing, for other named parties to meet with Management to discuss details of grievances tabled;
  • Management may seek Amberley OSHCs of a professional association for advice, support and/or assistance.

Grievances relating to the Nominated Supervisor

  1. The Nominated Supervisor should enter into the Grievance register a record of the grievance being made, and any other relevant information relating to the grievance.
  1. Once an appointment has been made the committee will speak to the person involved and map out an appropriate course of action to deal with the situation.  This may involve the committee meeting with the Nominated Supervisor on a one on one basis to discuss the situation, or a meeting of all people involved to try and resolve the situation.

The Centre representative will make a decision and plan an appropriate course of action.

Grievances relating to other educators

  1. Any grievances relating to other educators should be firstly addressed to the Nominated/Certified Supervisor who will make a record of the grievance in the grievance register.
  2. The Nominated/Certified Supervisor will speak to the person with the grievance and attempt to plan a course of action to resolve the situation. This may involve the Nominated/Certified Supervisor meeting with the educator involved on a one on one basis to discuss the situation, or a meeting of all people involved to try and resolve the situation.
  3. In the event that the Nominated Supervisor is unable to resolve the situation the Nominated Supervisor shall then contact the Committee of the centre who will organise a time to meet with the Nominated Supervisor to discuss the situation. The Committee will then meet each person involved in the grievance and try to plan a course of action to resolve the situation.

The centre representative will make a decision and plan an appropriate course of action.

Reviewed 13 April 2015, Updated 12 May 2015


Leave a Reply

Your email address will not be published. Required fields are marked *

QLD Education