QUALITY DOCUMENT
Name of Form: IMS5.5.6 Grievance Policy

IMS5.5.6 Grievance Policy

1.0   PURPOSE

SeaLink acknowledges that problems can arise at work that may sometimes cause Employees to feel aggrieved, such as:

• anything done, or not done, by management, another Employee or Employees or contractors/customers/visitors to the workplace;
• discrimination;
• harassment;
• bullying;
• any other employment-related decision or behaviour; or
• application of the discipline/warnings Policy.

SeaLink will make the grievance Policy accessible to all Employees and address such problems, referred to as grievances, in a timely and confidential manner. Each complaint will be dealt with in as short a time as is practical, dependent upon the individual circumstances of the case.

Employees have the right to expect that their grievance will be treated as confidentially as possible. However, to ensure that an adequate and fair investigation takes place, the details of their complaint will require discussions with those accused, their representatives, potential witnesses as well as with the appropriate management personnel.

Employees who come forward as a whistleblower will be afforded the protections available under the relevant Whistleblower legislation (refer Whistleblower Policy).

No Employee involved in the grievance process will unreasonably disclose the details of the grievance, the investigation or the outcome. If any Employee is found to have breached confidentiality, appropriate disciplinary action may be taken against them.

Employees will not be victimised as a result of raising a genuine grievance. However, SeaLink reserves the right to take action against an Employee who is proven to have engaged in making false and/or misleading accusations.

Wherever possible, it is hoped that grievances can be resolved by informal discussions at the point of origin, before invoking the formal grievance Policy, as dealing with grievances in this way can often lead to a speedy resolution of the problem(s).

2.0   SCOPE

This Policy applies to all Employees and Contractors of SeaLink.

3.0   DEFINITIONS

Confidential Information all information relating to our business or operational interests, our methodology and affairs, trade secrets, financial information, internal hiring and training information including salaries, SeaLink policies and procedures and anything else we notify Employees as being confidential.

Contractor an individual, company or other legal entity who carries out work or performs services for SeaLink.

Employee any permanent, casual or temporary person employed directly by the relevant employing company that is part of the SeaLink group of companies.

Chief People Officer the Chief People Officer for the SeaLink .

SeaLink SeaLink Travel Group Limited and/or its subsidiary companies depending on the context.

SeaLink Manager any employee with team leadership responsibility.

Supervisor any employee with supervisory responsibilities .

4.0   POLICY GUIDELINES

An Employee who believes something is unfair, unjust or upsetting in relation to a work related matter has the following options available to them:

• the Employee can speak to the person causing the problem and inform them that their behaviour, decision or action was unfair, offensive or discriminatory, and why they believe this to be so;
• the Employee can speak to their immediate Manager/Supervisor, or if that is not appropriate, their senior manager (e.g. General Manager), about the grievance. On occasion grievances can be resolved through mediation between the employees involved. With the Employee’s approval, the Manager/Supervisor may approach the person or persons involved in the identified issue and talk to them informally about the particular grievance;

Alternatively, an employee may make a formal complaint A formal complaint from an Employee must outline:

• nature of the grievance;
• time and date of the incident(s) giving rise to it;
• names of any witnesses
• signature; and
• date of the lodgement of the grievance.

Once a formal complaint is made, the matter will be investigated by the Employees leader, with the support of the local People and Culture Manager. If the complaint relates to the employee’s leader, then the employee should contact their local People and Culture Manager directly.

If the Employee’s grievance is substantiated following the investigation, the management representative will advise the Employee of the remedial or corrective action to be taken.

If the Employee’s grievance is not substantiated, the Employee will be given an explanation as to the specific details of why that finding was made.

If the Employee is not satisfied with the way in which their grievance was handled, or is unhappy with the outcome, they may refer the matter to the General Manager.

If the Employee is not satisfied with the way in which their grievance was handled, or is unhappy with the outcome, they may refer the matter to the Chief Operating Officer who will investigate with the Chief People Officer.

If the grievance is of an industrial nature and remains unresolved, a party to the dispute may refer the matter to Fair Work Australia.

SeaLink or Employee may appoint another person, organisation or association to assist, accompany and/or represent them.

Without prejudice to either party, work should continue as normal whilst the matter in dispute is being dealt with in accordance with this Grievances Policy and industrial instrument (such as award or agreement) or legislative provision.

5.0   RESPONSIBILITIES OF EMPLOYEES

Employees must comply with the Policy Guidelines.

Employees must comply with any reasonable requests of SeaLink in relation to investigation into potential breaches of this Policy.

6.0   RESPONSIBILITIES OF MANAGERS

Managers are responsible for responding to recognised breaches of this Policy.

Managers are responsible for ensuring Employees have an opportunity to review and confirm their understanding of this Policy.

Managers are responsible for disciplinary or other appropriate action where an Employee breaches this Policy.

7.0   NON-COMPLIANCE WITH POLICY

Non-compliance with this Policy may lead to disciplinary action, up to and including termination of employment.