Common use of WORKPLACE ISSUES RESOLUTION PROCEDURE Clause in Contracts

WORKPLACE ISSUES RESOLUTION PROCEDURE. ‌ 14.1 CSIRO expects that most Workplace Issues will be resolved in normal day-to-day interactions at the local workplace level, however situations may arise where informal resolution fails or is not appropriate. The Workplace Issues Resolution Procedure provides a framework for the fair, equitable, transparent and timely resolution of issues resulting from the effect of decisions, actions or conduct connected to employment in CSIRO. 14.2 CSIRO encourages employees to raise issues as they arise and Managers are encouraged to proactively address issues as soon as they become aware of them. Employees and their Managers are expected to attempt to resolve matters at the local workplace level before the matter is formally reported as a ‘Workplace Issue’. 14.3 The procedure sets out the pathways for resolving Workplace Issues and is underpinned by the following principles: • Safety – the health and wellbeing of all persons involved with workplace issues is paramount and must be considered and monitored throughout the resolution process as appropriate and for a reasonable period of time after it has concluded. • Representation - all employees have the right to be represented, including by a staff or union representative. • Respect - all people involved with a Workplace Issue will be treated respectfully, with respect for diversity and inclusivity. Workplace Issues raised will be treated seriously. • Fairness - the principles of natural justice and procedural fairness will apply. • Neutrality - any conflict of interest involving any persons involved in a resolution process must be declared, all decisions must be free from bias, decision makers will act without bias or self-interest and will base their decisions on evidence that is relevant to the facts at issue. • Timeliness - all Workplace Issues will be dealt with as efficiently and expediently as possible with a view to finding a resolution as soon as practicable. The process for resolving Workplace Issues should be carried out with as little formality and with as much expedition as a proper consideration of the issues allows. • Protection - employees and affiliates who report a Workplace Issue or are involved in its resolution must not be victimised or disadvantaged because of such involvement. • Transparency - parties to a Workplace Issue will be kept informed of progress of the Workplace Issue and be given the opportunity to provide input and have their input considered, the nature of which will depend on their role (for example as the person who has raised the issue, a witness, support person or person against whom an issue has been raised). • Confidentiality - any information obtained in the process will be treated confidentially and in accordance with the Australian Privacy Principles and only necessary and appropriate disclosures made on a need to know basis, noting however that the confidentiality of the person reporting the issue cannot be guaranteed in all circumstances. 14.4 The procedure consists of the following process steps: • Step 1 – Workplace Issue notified/reported to a Manager. • Step 2 – Workplace Issue evaluated and categorised as a Conduct Issue or Non-conduct Issue. • Step 3 – Workplace Issue dealt with either informally and/or formally as appropriate to the type of Workplace Issue including a potential investigation. • Step 4 – Communication of the outcome advised to the relevant persons and if required, action taken. • Step 5 – Review of the outcome, if sought and applicable, undertaken by the Chief Executive Review Panel and the subsequent decision of the Chief Executive being final and the matter closed.

WORKPLACE ISSUES RESOLUTION PROCEDURE. ‌ 14.1 85.1 CSIRO expects that most Workplace Issues will be resolved in normal day-to-day interactions at the local workplace level, however situations may arise where informal resolution fails or is not appropriate. The Workplace Issues Resolution Procedure provides a framework for the fair, equitable, transparent and timely resolution of issues resulting from the effect of decisions, actions or conduct connected to employment in CSIRO. 14.2 85.2 CSIRO encourages employees officers to raise issues as they arise and Managers are encouraged to proactively address issues as soon as they become aware of them. Employees Staff members and their Managers are expected to attempt to resolve matters at the local workplace level before the matter is formally reported as a ‘Workplace Issue’. 14.3 85.3 The procedure sets out the pathways for resolving Workplace Issues and is underpinned by the following principles: • Safety – the health and wellbeing of all persons involved with workplace issues is paramount and must be considered and monitored throughout the resolution process as appropriate and for a reasonable period of time after it has concluded. • Representation - all employees staff members have the right to be represented, including by a staff or union representative. • Respect - all people involved with a Workplace Issue will be treated respectfully, with respect for diversity and inclusivity. Workplace Issues raised will be treated seriously. • Fairness - the principles of natural justice and procedural fairness will apply. • Neutrality - any conflict of interest involving any persons involved in a resolution process must be declared, all decisions must be free from bias, decision makers will act without bias or self-interest and will base their decisions on evidence that is relevant to the facts at issue. • Timeliness - all Workplace Issues will be dealt with as efficiently and expediently as possible with a view to finding a resolution as soon as practicable. The process for resolving Workplace Issues should be carried out with as little formality and with as much expedition as a proper consideration of the issues allows. • Protection - employees staff members and affiliates who report a Workplace Issue or are involved in its resolution must not be victimised or disadvantaged because of such involvement. • Transparency - parties to a Workplace Issue will be kept informed of progress of the Workplace Issue and be given the opportunity to provide input and have their input considered, the nature of which will depend on their role (for example as the person who has raised the issue, a witness, support person or person against whom an issue has been raised). • Confidentiality - any information obtained in the process will be treated confidentially and in accordance with the Australian Privacy Principles and only necessary and appropriate disclosures made on a need to know basis, noting however that the confidentiality of the person reporting the issue cannot be guaranteed in all circumstances. 14.4 85.4 The procedure consists of the following process steps: • : Step 1 – Workplace Issue notified/reported to a Manager. • Step 2 – Workplace Issue evaluated and categorised as a Conduct Issue or Non-conduct Issue. • Step 3 – Workplace Issue dealt with either informally and/or formally as appropriate to the type of Workplace Issue including a potential investigation. • Step 4 – Communication of the outcome advised to the relevant persons and if required, action taken. • Step 5 – Review of the outcome, if sought and applicable, undertaken by the Chief Executive Review Panel and the subsequent decision of the Chief Executive being final and the matter closed.