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Staff complaints

Within a community like ECU, comprising people with different life experiences, values, thoughts and ideas about how to do things, differences of opinion can arise. While we should all exercise tolerance of these differences, sometimes things happen that require some form of action.

Code of Conduct

ECU expects its staff to be diligent, impartial, courteous, conscientious and respectful in the performance of their ECU duties and their obligations to our students and our community.

Staff are responsible for their own professional behaviour and conduct, and to abide by the provisions of the Code, policies of ECU, obligations of Federal and State legislation and relevant terms of the Enterprise Agreement and their contract of employment.


Concerns related to a work matter or the working environment should first be raised with your line manager so it can be addressed and resolved in a prompt manner.

We encourage staff to resolve work-related concerns or disagreements at the local level and participate in processes with the aim of constructively discussing and working towards resolving any perceived or real work-related concern.

Grievance procedures are prescribed within the Enterprise Agreement and supported by policy and guidelines. If a grievance relates to a matter involving allegations of inappropriate conduct, further policy or processes may be relevant as outlined below.

Discrimination, harassment or bullying

For information about grievances that relate to discrimination, harassment or bullying, please download our policy and flowchart.

Misconduct, fraudulent behaviour and corruption

Misconduct processes are detailed in our Enterprise Agreement for both academic and professional staff.

University staff are 'public officers' for the purposes of, and are therefore covered by, the Corruption and Crime Commission Act (2003) as amended. Incidents of misconduct may be reported to the Corruption and Crime Commission.

Public Interest Disclosures

If your complaint relates to corrupt or improper conduct, including mismanagement of public resources, it is considered a Public Interest Disclosure. A Public Interest Disclosure is dealt with differently to other complaints due to the serious nature of the disclosure and extra protection and confidentiality  measures in place to protect those who make the disclosure. Detailed information about how Public Interest Disclosures are handled at the University is set out in the Procedures Related to ECU's Obligations Under the Public Interest Disclosure Act (WA) 2003.

To make, or discuss, making a Public Interest Disclosure, please contact one of the University’s three Public Interest Disclosure Officers:

Jo Quinn
Director and General Counsel
Strategic and Governance Services Centre
Building 1, Room 1.362, Joondalup Campus
270 Joondalup, Joondalup WA 6027

Phone: (61 8) 6304 2016

Clarke Drury
Manager, Legal and Integrity
Strategic and Governance Services Centre
Building 1, Room 1.360, Joondalup Campus
270 Joondalup Drive, Joondalup WA 6027

Phone: (61 8) 6304 2158

Phillip Draber
Manager, Risk and Assurance and Chief Risk and Assurance Officer
Strategic and Governance Services Centre
Building 1, Room 1.373, Joondalup Campus
270 Joondalup Drive, Joondalup WA 6027

Phone: (61 8) 6304 2791

External redress

Employees with grievances or allegations of corruption have the right to approach external bodies such as the:

Advice and support

If you have a workplace concern you can seek further information and advice from:

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