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Staff Grievance Policy

PRELIMINARY ACTION
Before initiating the following procedures, complainants are encouraged to try to settle any grievance directly with the person(s) concerned.

A complainant should raise their grievance with the respondent as early as possible. At any time while trying to settle the grievance, a complainant or respondent may consult confidentially with anyone they choose.

INFORMAL PROCEDURE
The informal procedure for the settlement of grievances will not normally be invoked unless the complainant has attempted to settle the grievance directly with the respondent as outlined in the Preliminary Action above.

A complainant may refer the grievance to their supervisor for settlement of the grievance. When a complainant has a grievance against their supervisor the complainant may refer the grievance to their supervisor’s supervisor.

To commence the Informal Procedure the complainant must provide in writing to their supervisor:

  • a clear statement of the grievance, including the parties to the grievance;
  • a suggested solution which the complainant believes would settle the grievance. An appropriate solution will focus on achieving a productive working environment or relationship, rather than apportioning blame.

Within 10 working days of receiving the notification of the grievance the supervisor will determine whether the subject matter, prima facie, falls within the definition of a grievance. Where it is determined that the subject matter falls within the definition, the supervisor will:

  1. gather such other information as required to assist with the settlement of the grievance, including providing the respondent with the statement of the grievance and the opportunity to respond and ascertaining a process for settling the grievance that would be acceptable to both parties; and
  2. attempt to settle the grievance by using the process agreed with the parties for settlement through discussion; or arranging counselling; mediation and/or conciliation.

Scope

All Staff

Key Stakeholder

All Staff and Students

Proceedure
PRELIMINARY ACTION
Before initiating the following procedures, complainants are encouraged to try to settle any grievance directly with the person(s) concerned.

A complainant should raise their grievance with the respondent as early as possible. At any time while trying to settle the grievance, a complainant or respondent may consult confidentially with anyone they choose.

INFORMAL PROCEDURE
The informal procedure for the settlement of grievances will not normally be invoked unless the complainant has attempted to settle the grievance directly with the respondent as outlined in the Preliminary Action above.

A complainant may refer the grievance to their supervisor for settlement of the grievance. When a complainant has a grievance against their supervisor the complainant may refer the grievance to their supervisor’s supervisor.

To commence the Informal Procedure the complainant must provide in writing to their supervisor:

  • a clear statement of the grievance, including the parties to the grievance;
  • a suggested solution which the complainant believes would settle the grievance. An appropriate solution will focus on achieving a productive working environment or relationship, rather than apportioning blame.

Within 10 working days of receiving the notification of the grievance the supervisor will determine whether the subject matter, prima facie, falls within the definition of a grievance. Where it is determined that the subject matter falls within the definition, the supervisor will:

  • gather such other information as required to assist with the settlement of the grievance, including providing the respondent with the statement of the grievance and the opportunity to respond and ascertaining a process for settling the grievance that would be acceptable to both parties; and
  • attempt to settle the grievance by using the process agreed with the parties for settlement through discussion; or arranging counselling; mediation and/or conciliation.

Where it is determined that the subject matter of the grievance falls outside the definition of a grievance, the supervisor will advise the complainant accordingly. The supervisor may dismiss a grievance if in the supervisor’s view the grievance is ill-advised, misguided, frivolous, malicious or vexatious.

If the complainant’s supervisor does not supervise the respondent, the supervisor will determine the appropriateness of including the respondent’s supervisor in seeking to settle the grievance, recognising the importance of keeping the grievance as close to the source as possible.

After the conclusion of the informal procedure, the supervisor will write to both the complainant and respondent indicating the outcome of the process and specifying any action that has been agreed by the parties as part of that process.

FORMAL PROCEDURE
The formal procedure for the settlement of grievances will not normally be invoked unless the matter has been first referred for settlement under the Informal Procedure, unless the allegation is too serious to be resolved informally.

If settlement of the grievance has not been achieved for any reason, including as a result of a determination by the supervisor that the subject matter falls outside the definition of a grievance or as a result of the grievance being dismissed under the Informal Procedure, a party may seek settlement of the grievance through the Formal Procedure. The Formal Procedure will normally be invoked within 10 working days of:

  • the supervisor notifying the parties of the outcome of the Informal Procedure or from the date of the conclusion of the unsuccessful mediation and/or conciliation;
  • receipt of the grievance application, if it is too serious to be resolved informally.

A formal grievance may only be commenced by lodging a grievance application with the Academic Dean for academic matters and the Registrar for operational matters.

Within 20 working days of receipt of the grievance application, the Academic Dean / Registrar must appoint an Investigator to hear the grievance.

The Investigator will, within 20 working days of appointment:

  • interview both the complainant and respondent and such other persons or seek any further information the Investigator considers necessary and will conduct any investigation in accordance with principles of natural justice;
  • determine whether the grievance is justified; and
  • recommend to the Academic Dean / Registrar appropriate action which may include: counselling for either or both parties; arranging for conciliation of the grievance; disciplinary action; or that no further action be taken.

If in the Investigator’s view, the grievance is ill-advised, misguided, frivolous, malicious or vexatious, the Academic Dean will advise the complainant, and where appropriate other parties, in writing of this finding and the reasons for the finding and where appropriate take action in accordance with relevant staff provisions against the complainant. The decision of the Academic Dean / Registrar is the final step in the grievance process and is not open to challenge via any other dispute settling procedures of the Institute.

CONFIDENTIALITY
All persons associated with the informal and formal procedures should maintain confidentiality and only discuss the grievance with those who have responsibility for dealing with the grievance.

The records are retained by the Academic Dean / Registrar for a minimum period of five years.

Fact Box

Owner : President

Approval Body : Executive Management Team

Endorsement Body : Executive Management Team

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Associate Professor Jason Hartley

Jason Hartley is lecturer in criminology at Griffith University in Brisbane, Australia. He is a former police officer with 23 years of experience, and has trained personnel for deployment in Timor Leste, the Solomon Islands, Iraq and Afghanistan. Jason specializes in, and has published on engagement with Muslim communities, Indigenous Polynesian approaches to rehabilitation and reducing recidivism, and Asian Organised Crime. Jason also completed a community internship in Hebron on the West Bank.

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Simone Fulcher

Simone Fulcher is the Campus Manager at Global Leadership Institute responsible for managing the day-to-day operations for the campus. Simone has previously worked in the education sector for over 5 years where she has enjoyed helping young minds realise their potential. Simone also has a history of volunteer work assisting various communities in improving their quality of life in places such as New South Wales, Guam, and Palau. Simone still enjoys volunteering, currently organising events for young adults in Southeast Queensland and helping them form connections their fields of interest.

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Professor Grant Pitman

Professor Grant Pitman is the president of the Global Leadership Institute. He has held senior leadership roles in government such as Chief Superintendent of Police and Director of Strategic Planning ICT in the Queensland Police Service;

  • Varied list of contributions to law enforcement, including disaster management, auditing and finance, organizational reform, education and human resources, and policy development
  • National, state, and regional levels of professional service, including the Ipswich Economic Forum, the Brisbane Airport Emergency Planning Committee, the National Emergency Communications Working Group, the National Police Drug and Alcohol Task Force, and the Police Education Advisory Council.

He has a Ph.D. and Master of Administration from Griffith University. He is a well-versed researcher and has published numerous articles and journals.

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Professor Kevin Tickle

Professor Kevin Tickle has extensive experience in Executive Management roles in the tertiary education sector, both public and private, over the last two decades and has been a consultant to Higher Education providers in Australia and overseas. His primary areas of interest are Leadership, Management, Information Technology, Mathematics and Statistics with expertise in the areas of probability modelling; decision support, and data analytics. He is currently a Fellow of the Australian Institute of Management, a member of the Institution of Engineers, Australia, the Australian Computer Society and an Emeritus Professor at CQUniversity.

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Mr Des Lacy OAM

Des serves as Secretary/Treasurer of the Asia Pacific Chapter of FBI National Academy Associates, after completing 40 years in the Queensland Police Service. During his distinguished career, Des was District Officer (A/Chief Superintendent) in Charge of the Gold Coast Police District, Police Commander for the Gold Coast Indy, Super V8s, Gold Coast Marathon, and Schoolies, as well as National Rugby League and Australian Foot League events in Brisbane and the Gold Coast. Des oversaw development and implementation of the Integrated Justice Information Systems, Integrated Traffic Policing Program, and Integrated Tasking and Analysis System. He served as Director of the Strategic Services Branch and Information and Communications Technology Command, as well as Chair of the District Disaster Management Group and Security Operations Coordinator for the 2018 Commonwealth Games. 

Des has been a member of Rotary International for 30 years, representing Rotary International in the United States and the Middle East. For his work in the Gold Coast Community Des was awarded Citizen of the Year at the 2013 Gold Coast Australia Day celebrations. Des also was one of the founding Directors for the Oxenford and Coomera Community Youth Centre that provides much needed social services to the Northern Gold Coast Community. For the past 15 years, he has also been the Chair of this not-for-profit establishment. It. For his work promoting International Law Enforcement Des was awarded the Order of Australia Medal in 2017.

Qualifications

Graduate Diploma of Management

Graduate Certificate Business Management 

Bachelor of Business

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Katherine Weissel

Katherine is a security and risk specialist with 25 years’ experience in an Australian Police Force, leading teams and responding to emergency events, complex investigations, and counterterrorism.  She has led and managed several major crime, counterterrorism and public safety operations and investigations, and coordinated teams within police operations centres and major incident rooms.  She has delivered training across multiple Australian jurisdictions in emergency response, counterterrorism, and investigations; and specialised in cyber operations in the counterterrorism environment for a number of years.  She has also been deployed to international jurisdictions supporting complex war crimes investigations and prosecutions.  Since moving into the private sector, Katherine has provided consulting and training services in the areas of security and risk, organisational governance & investigations, and cybersecurity.  Katherine is a sessional tutor in tertiary education in criminal justice studies specialising in counterterrorism, global law, crime and justice, and cybercrime.  She has presented to state and national security, cybersecurity and governmental conferences on contemporary physical & cyber threats and risk management.  Katherine has also been involved in research teams examining government responses to terrorism and extremism, and cybersecurity policy.

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Dr Shantanu Banerjee

Dr Shantanu Banerjee is senior lecturer at Leaders Institute. With extensive experience in management, leadership, and administration across a range of contexts in India and Australia, Dr Banerjee is also currently an Industry Fellow at the University of Queensland Business School. His research focuses on socio-cultural-political contexts, particularly in the field of agribusiness and international business. His research has highlighted variations in the theme of international competitiveness by emphasising non-economic and non-market variables and on how multinational enterprises subsidiaries can pursue legitimacy pursuing non-market strategies. 

Dr Banerjee has presented his research work at esteemed international conferences such as ANZIBA and EIA and has published in scholarly journals including International Business Review and Management International Review. He graduated from the Institute of Foreign Trade, New Delhi (India) and the University of Queensland Business School. He has been an academic staff member at the University of Queensland and Queensland University of Technology, lecturing in undergraduate and postgraduate programs. Dr Banerjee has over 15 years of extensive and varied experience as an International Business Manager dealing and negotiating with overseas clients based in the United States of America, China, Japan, Canada, Switzerland, and Germany. He is currently employed with a Federal agency of the Australian Treasury. 

Qualifications

Doctor of Philosophy, University of Queensland, 2012

Master of Research, Queensland University of Technology, 2005

Master of Business, Queensland University of Technology, 2003

Postgraduate Diploma in International Trade, Indian Institute of Foreign Trade, 1986

Bachelor of Mechanical Engineering

Indian Institute of Foreign Trade, 1985

 

Communities of Practice

  • Editorial Board, Academy of International Business
  • Editorial Board, European Academy of Management
  • Editorial Board, Leadership & Management Studies in Sub-Sahara Africa Conference
  • Editorial Board, International Journal of Entrepreneurship and Small Business
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Associate Professor Ben Arachi

BIOGRAPHY

Associate Professor Ben Arachi has four decades (1977-2023) of experience in higher education leadership and teaching. During his 15 years as Unit Coordinator at Central Queensland University, he received two Excellence in Teaching Awards and was nominated for the Vice-Chancellor’s Award for Outstanding Contributions to Learning and Teaching and the Australian Awards for University Teaching. His online learning study was published in Economics for Today (Cengage 2022).

Previously, Associate Professor Arachi  served as Vice Principal, Head of the Department of Extension and Research, and Editor-in-Chief of the academic journal at Arul Anandar College, India (1992-1997). He was then Research Coordinator and Course Coordinator (1999-2008), as well as Chair of the Division of Economics (2000-2005) at HELP University, Malaysia. This included senior involvement in the application to become a University College and then a full University.

Associate Professor Arachi also has over 20 years of experience as a higher degree research supervisor, moderator, and examiner for doctoral degrees. In his five years as a Coordinator of All India Christian Higher Education, he organised numerous state-level seminars and workshops for academics in higher education in India. He has published four monographs, many research papers and articles while editing the Research AAC Journal of Economics. He has reviewed many higher education textbooks.

QUALIFICATIONS

  • Doctor of Philosophy, Madursi Kamaraj University, India, 1989

  • Master of Arts, University of Madras, 1975 (Gold Medalist)

  • Bachelor of Arts, Madursi Kamaraj University, India, 1973 (University Rank and Merit Scholarship)

  • Diploma in Applied Economics, Madursi Kamaraj University, India, 1980

ACADEMIC LEADERSHIP

  • Member, Academic Board, 2023-current

  • Chair, Examiners Committe, 2023-current

  • Member, Course Advisory Committee, 2022-current

AWARDS

  • Central Queensland University Student Voice Commendation. The 2021 program includes unit evaluation data from term 3, 2020 and terms 1 and 2, 2021.

  • Central Queensland University  Student Voice Commendation. The 2020 program includes unit evaluation data from term 3, 2019 and terms 1 and 2, 2020.

  • Central Queensland University Central Queensland University Platinum certificate Top rated Unit in Term 2, 2019

  • Central Queensland University Gold certificate Highly rated Unit in Term 2,2019 (ACCT20070)

  • Gold certificate Highly rated Unit in Term 2,2019 from CQU(ECON11026)

  • Charles Sturt University Excellence in Teaching Award (ECO511)

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Dr Bandula Nambukara-Gamage

Dr Bandula Nambukara-Gamage is a Senior Lecturer of Accounting and Finance at James Cook University, Brisbane campus. He currently teaches Bachelor of Commerce, Bachelor of Accounting, Master of Professional Accounting, and Master of Business Administration students based on the Brisbane campus. Dr Nambukara-Gamage has previously lectured at Central Queensland University, Federation University, and Charles Darwin University.

QUALIFICATIONS

Doctor of Philosophy, University of New England, 2013

Master of Commerce

Licentiate Certificate (recognised by the Institute of Chartered Accountants of Australia)

Bachelor of Business Administration (Honours)

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Professor Rod St Hill

Professor Rodney St Hill is the former President of Leaders Institute (2018-2020) and serves as Senior Pastor (2016-current) at IgniteLife Church Gold Coast, where he heads IgniteLife Business, an outreach to Christians in business. He is a leader in the global Business As Mission movement. He also consults on governance and executive management in higher education and business, with a particular special interest in Christian education institutions and businesses.

Previously, Professor St Hill was a long-term senior leader and Vice President Academic of Christian Heritage College, Brisbane. With the input of his colleagues and many others in his network, he developed business curriculum that embeds the ‘5 P missional business’ model – a model of production, people, planet, and profit. He was also Dean of Students, among other roles, at University of Southern Queensland (1993-2009).

QUALIFICATIONS

Doctor of Philosophy, University of Cantebury, 1989

Bachelor of Commerce (Hons 1), University of Newcastle, 1979

EXTERNAL EXPERT REVIEWER

External Member, various course assessment panels in business, management and leadership at Alphacrucis College, Australian College of Divinity, and Avondale University College, 2014 to 2020

Member: Australian Institute of Company Directors

COMMUNITIES OF PRACTICE

Member: Economic Society of Australia

External Expert, Tertiary Education Quality and Standards Agency (TEQSA), 2019-current

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Staff Grievance Policy

PRELIMINARY ACTION
Before initiating the following procedures, complainants are encouraged to try to settle any grievance directly with the person(s) concerned.

A complainant should raise their grievance with the respondent as early as possible. At any time while trying to settle the grievance, a complainant or respondent may consult confidentially with anyone they choose.

INFORMAL PROCEDURE
The informal procedure for the settlement of grievances will not normally be invoked unless the complainant has attempted to settle the grievance directly with the respondent as outlined in the Preliminary Action above.

A complainant may refer the grievance to their supervisor for settlement of the grievance. When a complainant has a grievance against their supervisor the complainant may refer the grievance to their supervisor’s supervisor.

To commence the Informal Procedure the complainant must provide in writing to their supervisor:

  • a clear statement of the grievance, including the parties to the grievance;
  • a suggested solution which the complainant believes would settle the grievance. An appropriate solution will focus on achieving a productive working environment or relationship, rather than apportioning blame.

Within 10 working days of receiving the notification of the grievance the supervisor will determine whether the subject matter, prima facie, falls within the definition of a grievance. Where it is determined that the subject matter falls within the definition, the supervisor will:

  1. gather such other information as required to assist with the settlement of the grievance, including providing the respondent with the statement of the grievance and the opportunity to respond and ascertaining a process for settling the grievance that would be acceptable to both parties; and
  2. attempt to settle the grievance by using the process agreed with the parties for settlement through discussion; or arranging counselling; mediation and/or conciliation.

Scope

All Staff

Key Stakeholder

All Staff and Students

Proceedure
PRELIMINARY ACTION
Before initiating the following procedures, complainants are encouraged to try to settle any grievance directly with the person(s) concerned.

A complainant should raise their grievance with the respondent as early as possible. At any time while trying to settle the grievance, a complainant or respondent may consult confidentially with anyone they choose.

INFORMAL PROCEDURE
The informal procedure for the settlement of grievances will not normally be invoked unless the complainant has attempted to settle the grievance directly with the respondent as outlined in the Preliminary Action above.

A complainant may refer the grievance to their supervisor for settlement of the grievance. When a complainant has a grievance against their supervisor the complainant may refer the grievance to their supervisor’s supervisor.

To commence the Informal Procedure the complainant must provide in writing to their supervisor:

  • a clear statement of the grievance, including the parties to the grievance;
  • a suggested solution which the complainant believes would settle the grievance. An appropriate solution will focus on achieving a productive working environment or relationship, rather than apportioning blame.

Within 10 working days of receiving the notification of the grievance the supervisor will determine whether the subject matter, prima facie, falls within the definition of a grievance. Where it is determined that the subject matter falls within the definition, the supervisor will:

  • gather such other information as required to assist with the settlement of the grievance, including providing the respondent with the statement of the grievance and the opportunity to respond and ascertaining a process for settling the grievance that would be acceptable to both parties; and
  • attempt to settle the grievance by using the process agreed with the parties for settlement through discussion; or arranging counselling; mediation and/or conciliation.

Where it is determined that the subject matter of the grievance falls outside the definition of a grievance, the supervisor will advise the complainant accordingly. The supervisor may dismiss a grievance if in the supervisor’s view the grievance is ill-advised, misguided, frivolous, malicious or vexatious.

If the complainant’s supervisor does not supervise the respondent, the supervisor will determine the appropriateness of including the respondent’s supervisor in seeking to settle the grievance, recognising the importance of keeping the grievance as close to the source as possible.

After the conclusion of the informal procedure, the supervisor will write to both the complainant and respondent indicating the outcome of the process and specifying any action that has been agreed by the parties as part of that process.

FORMAL PROCEDURE
The formal procedure for the settlement of grievances will not normally be invoked unless the matter has been first referred for settlement under the Informal Procedure, unless the allegation is too serious to be resolved informally.

If settlement of the grievance has not been achieved for any reason, including as a result of a determination by the supervisor that the subject matter falls outside the definition of a grievance or as a result of the grievance being dismissed under the Informal Procedure, a party may seek settlement of the grievance through the Formal Procedure. The Formal Procedure will normally be invoked within 10 working days of:

  • the supervisor notifying the parties of the outcome of the Informal Procedure or from the date of the conclusion of the unsuccessful mediation and/or conciliation;
  • receipt of the grievance application, if it is too serious to be resolved informally.

A formal grievance may only be commenced by lodging a grievance application with the Academic Dean for academic matters and the Registrar for operational matters.

Within 20 working days of receipt of the grievance application, the Academic Dean / Registrar must appoint an Investigator to hear the grievance.

The Investigator will, within 20 working days of appointment:

  • interview both the complainant and respondent and such other persons or seek any further information the Investigator considers necessary and will conduct any investigation in accordance with principles of natural justice;
  • determine whether the grievance is justified; and
  • recommend to the Academic Dean / Registrar appropriate action which may include: counselling for either or both parties; arranging for conciliation of the grievance; disciplinary action; or that no further action be taken.

If in the Investigator’s view, the grievance is ill-advised, misguided, frivolous, malicious or vexatious, the Academic Dean will advise the complainant, and where appropriate other parties, in writing of this finding and the reasons for the finding and where appropriate take action in accordance with relevant staff provisions against the complainant. The decision of the Academic Dean / Registrar is the final step in the grievance process and is not open to challenge via any other dispute settling procedures of the Institute.

CONFIDENTIALITY
All persons associated with the informal and formal procedures should maintain confidentiality and only discuss the grievance with those who have responsibility for dealing with the grievance.

The records are retained by the Academic Dean / Registrar for a minimum period of five years.

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Amazing Opportunities

for everyone

Apply Now