Informal Intervention. (a) When an Employee or Employees file a complaint of harassment, bullying or discrimination, with the agreement of both the complainant and respondent, the Employer may arrange for an informal intervention to determine if the matter can be resolved to the satisfaction of the parties involved.
Informal Intervention. Generally, intervention is initiated following an unsatisfactory classroom observation, a serious complaint, or a pattern of failure to fulfill instructional responsibilities. Initially, the chair/coordinator will meet with the adjunct faculty member to discuss the issues, hear the faculty member’s response, and determine whether a formal remediation is needed. Commonly, this meeting will resolve the issue and no further action is needed.
Informal Intervention. It is recognised that employees may feel that approaching a supervisor/manager is a formal act. For the purposes of these procedures, intervention, prior to the lodging of a written complaint, is labelled “informal intervention”. Where informal intervention is the chosen option, the employee may have someone intervene on his or her behalf without a formal complaint being made. An employee may: • Directly approach their Line Manager or more Senior Manager and advise them of the person complained against, and ask them to intervene on their behalf; • Request a colleague/support person intervene on their behalf; or • Directly approach Human Resources and advice them of the person complained against, and ask them to intervene on their behalf. Role: It is the role of any person intervening on behalf of a complainant to ensure the alleged perpetrator is aware of the allegations and is given opportunity to respond to the complaint. The interviewing officer must maintain confidentiality of both parties during the intervention process. Informal complaints may involve: • The nominated officer approaching the alleged perpetrator, informing him or her of any allegations made and explaining the requirements of the (name of employer) policy. • If the alleged perpetrator acknowledges that the complaint is true, the nominated officer shall require the alleged perpetrator to cease the practice complained of, explaining the consequences for them if the bullying behaviour does not cease, e.g. formal complaint being lodged leading to possible disciplinary action. • If the alleged perpetrator refutes the claim or does not respond satisfactorily to the nominated officer‟s investigation/discussion/requests, the officer contacted will then seek direction from the complainant as to whether or not a formal complaint will be made. If the complainant wishes, the matter is to be brought to the attention of the relevant Director or Executive Director, or the manager, depending on the individuals involved. Otherwise the matter will be deemed closed.
