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.
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.
For information about grievances that relate to discrimination, harassment or bullying, please download our policy and flowchart.
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.
Employees with grievances or allegations of corruption have the right to approach external bodies such as the:
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