An important part of handling a complaint is to deliver agreed outcomes. Outcomes can include:
- re-crediting leave
- disciplining the person being complained about – demotion, transfer, suspension, probation or dismissal
- disciplining the person complaining if their complaint was malicious or vexatious.
Outcomes will depend on the:
- severity and frequency of the discrimination or harassment
- weight of evidence
- wishes of the person complaining
- expectations that the person being complained about should have known their behaviour was against your policy or the law
- existence of any prior incidents.
When a complaint can't be resolved
If there is not enough evidence to prove whether discrimination or harassment has happened, or it is denied, you can still implement an outcome:
- remind the staff involved of expected conduct standards
- consider general awareness training for all staff
- monitor the situation.
Last updated on 3 May, 2010 - 15:54.