The purpose of this grievance policy is to provide a fair and consistent process for employees to raise and resolve any concerns or complaints related to their employment with Staffr. This policy complies with all applicable laws and regulations governing grievance procedures in Australia.

Grievance procedure

Informal resolution

Employees are encouraged to first attempt to resolve any concerns or complaints informally with their immediate supervisor or manager. Employees may also seek assistance from Human Resources (HR) to facilitate discussions between the employee and their supervisor or manager.

Formal resolution

If the issue cannot be resolved informally or if the employee is uncomfortable with discussing the matter with their immediate supervisor or manager, the employee may submit a formal grievance in writing to HR.

The written grievance must include:

• Details of the incident(s) giving rise to the grievance
• Any evidence or witnesses supporting the grievance
• Any attempted informal resolution efforts
• The employee’s desired outcome

The HR department will acknowledge receipt of the grievance within two working days and appoint an impartial investigator to investigate and address the grievance.

The investigator will:

• Meet with the employee to discuss the grievance and obtain additional information
• Interview any witnesses or others involved in the matter
• Review any relevant documentation or evidence
• Determine the appropriate action to be taken
• Provide a written response to the employee within ten working days of receipt of the grievance

Appeal

If the employee is dissatisfied with the outcome of the grievance investigation, they may lodge an appeal in writing to the CEO within five working days of receiving the outcome. The CEO will review the investigation and provide a written response to the employee within ten working days of receipt of the appeal.

Fair Work
If the employee is dissatisfied with the outcome, they can approach Fair Work Australia who can provide mediation, conciliation or arbitration services for the resolution of grievances. 

Confidentiality

All grievances will be treated confidentially, and information related to the grievance will be shared only on a need-to-know basis.

Record keeping

All documentation related to the grievance, including any informal or formal resolution efforts, will be kept in a secure and confidential manner and will only be shared with those who need to know.

Non-retaliation

Retaliation against any employee for raising a grievance is prohibited and will be treated as a separate disciplinary matter.

By following this policy, we hope to address and resolve any issues in a timely and effective manner, while promoting a positive and respectful workplace culture.